Common use of Evaluation Procedure Clause in Contracts

Evaluation Procedure. Beginning teachers will be assigned a mentor as per Iowa code 284.5. At no time should the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreement.

Evaluation Procedure. Beginning A. The evaluation procedure for OTES/OSCES teachers shall be in accordance with the Board's standards-based evaluation policies and the North Royalton City Schools Evaluation Manual. Non-OTES/OSCES bargaining unit members will be assigned a mentor as per Iowa code 284.5set forth in the North Royalton Teachers Evaluation Manual. At no time should Any changes in the mentor standards-based evaluation policy and/or the North Royalton City Schools Evaluation Manual shall be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year by mutual agreement of the profession and who hold an initial license parties. See Appendix E. The evaluation procedure set forth in the North Royalton Teachers Evaluation Handbook for non-OTES/OSCES shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observationssupersede the procedures contained in Section 3319.111, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year oneOhio Revised Code. 1. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission the case of a portfolio. A teacher in their third year short-term absence of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss [ten (10) working days or fewer] the observation(s). The evaluator shall hold a summative observation a minimum evaluation process timelines may be extended by the number of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent days equal to the summative formal observationdays of absence. In the case of either an evaluatee’s or evaluator’s long-term absence, the evaluator evaluator’s replacement shall continue the evaluation process and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates timelines may be extended by mutual agreementagreement of the evaluator and evaluatee. If no mutual agreement is reached, the Association President and the Superintendent or his/her designee shall mutually establish new evaluation timelines. Without his/her consent, no teacher shall be observed/evaluated on the day he/she returns from an absence of three (3) days or more. For teachers on a long term absence (i.e. parental leave, etc.) for more than fifty-percent (50%) of any school year, the OTES/SGM/OSCES reported to the state will not be used in calculations to determine effectiveness ratings for purposes of a reduction in force. Instead, the teacher will be given the option of utilizing either: a. Current data, if available; or b. An average of the last 3 years of student growth data for that teacher. B. The Evaluation Committee will meet at least annually during the school year for the purpose of making recommendations to the Board for revisions to the standards-based teacher evaluation policy and to recommend changes to the procedures for non-OTES/OSCES employees to the Board and NREA. C. The Committee will consist of the Association President, Superintendent or his/her designee, and a teacher and an administrator from each school building.

Evaluation Procedure. Beginning teachers will be assigned a mentor as per Iowa code 284.5A. An evaluation is derived from input and feedback regarding performance. At no time should the mentor be required to provide information This may include formal and informal observations, memos and other forms of direct contact relating to the five major performance areas that the supervisor has discussed with the teacher as possibly being included in the evaluation. According to the ▇▇▇▇▇ Act, (▇.▇. 44664) “Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis, as follows: 1) at least once each school year for probationary and temporary personnel, 2) the first year of permanent status 3) at least every other year for personnel with permanent status, and 4) at least every five years for personnel with permanent status who have been employed at least ten years with the school district, are highly qualified, as defined in 20 U.S.C. Sec 7801, and whose previous evaluation rated the employee as meeting standards, if the evaluator and the certificated employee being evaluated agree. The certificated employee may withdraw consent at any time.” 1) An exception would be a permanent employee evaluated in two consecutive years if the summary evaluation for the first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of the Superintendent. B. Every temporary and probationary teacher shall be evaluated by the administration, in writing, at least once each school year. However, this requirement shall not affect the District’s statutory rights regarding re- employment and/or re-election to employment of temporary and probationary employees. C. A complete assessment sequence shall include a pre-observation conference between the evaluation of his/her mentee. Within six weeks after evaluator and the teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. D. At the beginning of each school year, the administrative principal shall prepare and distribute to the faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. E. Each school year, the principal shall acquaint prepare and distribute a projected assessment calendar listing the names of the teachers with the evaluation procedures to be observed and the month that they can anticipate being observed, no later than October 1st. Teachers in their first or second year (The calendar will serve as a guide only and can be revised and redistributed at the beginning of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year any month at the discretion of the evaluator as per Code of Iowa 284.8(2principal). Teachers in Tier 1 The principal will issue individual notices as to approximate formal observation dates. ▇. ▇▇▇▇▇ to making a formal observation which is part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be involved in a minimum based. There may be discussion of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant circumstances affecting the employee ability to teaching standards approved by the Legislature shall be evaluated using positively on these elements, such as the same methods as in Tier 1educational capabilities of the learners, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted availability of support personnel and the appropriateness of the learning environment. G. No later than five (5) school days after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal pre-observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsmake an observation of the employee's performance. ▇. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the preparation of a written report. The evaluator may formally observe should schedule and hold a post-observation supervisory conference with the teacherteacher as soon as mutually convenient, at any time the evaluator determines. Within fifteen but no later than five (155) school days of the classroom formal observation(s), the person making after the observation and was made. I. Within ten (10) school days after the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator shall prepare and submit to the employee teacher a copy of the Classroom Observation Report, Appendix E. Teachers having non-classroom assignments should receive a copy of the same form. ▇. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving the Classroom Observation Reports, the evaluator must schedule and hold such a conference within a period of ten (10) school days. The teacher has the right to have a representative present at this conference. K. Each evaluation shall meet to discuss the summative written evaluation within be based upon at least one observation, lasting 35 minutes. At least three (3) weeks of 35-minute follow-up formal observations shall take place prior to any unsatisfactory summary conclusion being included in the submission of any formal observation. In year three (3)Summary Evaluation Form, the teacher shall provide evidence to the teaching standards approved Appendix F. L. If a need for improvement is indicated by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progressevaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee's performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance may also include released time for the employee to visit and observe similar classes in his/her own school or in other schools as approved by the principal. M. Evaluations shall not include the use of publisher norms established as a result of standardized tests. N. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. O. All statements on the written classroom performance reports, the written performance reports, and or the summary evaluations shall relate to job performance. P. The teacher with shall have the right to submit a written review and the three-year summative review. All dates may be extended by mutual agreement.response within ten

Evaluation Procedure. Beginning teachers On or before October 30th of each year, the evaluator and the unit member will meet and determine the elements to be included in the mutually agreed upon goals: 13.1.1 The professional goals may be modified by mutual agreement between the evaluator and the unit member. 13.1.2 Every probationary unit member will be assigned a mentor as per Iowa code 284.5. At no time should evaluated, in writing, by the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of designated administrator at least once each school year, no later than March 15th. Probationary special education unit members will be evaluated jointly by the administrative staff shall acquaint designated site administrator and the teachers Director of Student Services/Special Education. 13.1.3 Every permanent unit member with ten (10) or fewer years in the evaluation procedures Millbrae School District will be evaluated, using the appropriate form (Appendix Q) at least once every two (2) years, no later than thirty (30) days prior to be observed. Teachers in their first or second year the end of the profession and school year. Unit members with more than ten (10) years in the Millbrae School District, who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observationsmaintain satisfactory performance, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, appropriate form (Appendix Q) at least one time each once every five (5) years, no later than thirty (30) days prior to the end of the school year. Each teacher in Tier 1 The designated site administrator will evaluate permanent special education teachers. The Superintendent or designee may request the Director of Student Services/Special Education to jointly evaluate the permanent special education unit member along with the designated site administrator. Itinerant teachers shall be required to develop an individual career development plan. This plan assigned a home site for evaluation purposes and be evaluated by the site administrator. 13.1.4 The evaluation of each unit member will be submitted after the comprehensive evaluation based, in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1part, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsupon classroom observation(s). The evaluator may formally observe type of activity or instruction being observed will govern the teacher, at any time the evaluator determines. Within fifteen (15) school days length of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold classroom observation form [Appendix H] will be discussed with each unit member following an observation. More than one observation is necessary if unsatisfactory ratings are to be recorded in the completed evaluation form that becomes a summative observation a minimum of at least one time in year three part of the cycleunit member’s permanent personnel record. Subsequent evaluations will reflect any progress made by the unit member and the evaluator in working on indicated areas needing improvement. 13.1.5 The evaluator will base his/her evaluation of a unit member on information resulting from direct observation. The summative observation(s) shall include evaluator will evaluate and assess unit member competency as it reasonably relates to: 13.1.5.1 The progress of pupils toward the standards of expected student achievement at each grade level in each area of study; 13.1.5.2 The instructional techniques and strategies used by the unit member; 13.1.5.3 The unit member’s adherence to curricular objectives; 13.1.5.4 The establishment and maintenance of a pre-observation suitable learning environment within the scope of the unit member’s responsibilities; 13.1.5.5 Assessment of other duties normally required to be performed by the unit member as an adjunct to regular assignments. 13.1.5.6 The evaluation and a post- observation conference and shall occur by December 1st assessment of year three. Subsequent unit member competence pursuant to the summative formal observation, ▇▇▇▇▇ Act Evaluation Procedure will not include the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks use of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved publishers’ norms established by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementstandardized tests.

Evaluation Procedure. Beginning teachers 33.6.1 The District retains sole responsibility for the evaluation and assessment of performance of each Adult School unit member, subject only to the following procedural requirements: Should an Adult School unit member believe an evaluation to be derogatory, the unit member will be assigned given an opportunity to comment thereon as provided for by law. Accordingly, no grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the District, nor shall the grievance contest the judgment of the evaluator; any grievance shall be limited to a mentor claim that the following procedures have been violated. 33.6.2 Evaluation of the performance of Adult School unit members shall be made, as per Iowa code 284.5needed, at least once every semester for probationary personnel, and at least once every other year for unit members with permanent status. At no time should Should a teacher be employed after the mentor mid-point of the first semester of a school year, evaluation for that semester shall be at the option of the principal. 33.6.3 Adult School unit members with permanent status may be evaluated yearly or more often, if the District or the evaluator deems it appropriate. Reasons for evaluating permanent personnel more often than the minimum required could include but would not be limited to situations such as a new assignment; unsatisfactory previous evaluations; the assignment of a new evaluator; or a need to improve the instructional program. 33.6.4 Adult School unit members must comply with the standards contained in the evaluation forms, which are contained in the Adult School Appendix. 33.6.5 Classroom observations may be, but shall not be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school yearbe, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated arranged by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed the Adult School unit member in Tier 1 for a third year at advance of an observation. 33.6.6 Previous to the discretion completion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1summary evaluation form, at least one time each year(1) observation and conference should be held. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan The Evaluation Report may be presented in writing. An Adult School unit member may request a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet conference to discuss the observation(s). its conclusions. 33.6.7 The evaluator shall hold not base his evaluation on the quality of an Adult School unit member's classroom instructional program on information that is not collected through a summative observation means reasonably calculated to achieve accuracy. Negative evaluation of performance shall not be predicated upon information or material of a minimum of at least one time derogatory nature which has been received by the evaluator from sources, such as other teachers, parents, and citizens, unless the facts have been verified by the evaluator, and discussed with the unit member. 33.6.8 As provided for by law, an Adult School unit member shall have the right to inspect materials in year three his or her personnel file, except ratings reports and records which, (1) were obtained prior to the employment of the cycle. The summative observation(sperson involved, (2) shall include a pre-observation and a post- observation conference and shall occur were prepared by December 1st of year three. Subsequent to the summative formal observationidentifiable examination committee members, the evaluator and the employee shall meet to discuss the summative written evaluation within three or (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester were obtained in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher connection with a written promotional examination. The time taken for personnel file review shall be unpaid and the three-year summative review. All dates may be extended by mutual agreementoutside of a unit member's regularly scheduled hours.

Evaluation Procedure. Beginning 1. All new teachers will be in the system may have a tenured teacher advisor assigned to them at a mentor as per Iowa code 284.5. At no time should the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks approximately one month after the beginning commencement of each school yeartheir employment in the system. The selection of said advisor shall be on the mutual agreement of the probationary teacher, the administrative staff shall acquaint principal, and the advisory teacher. If possible, this assignment will continue until the probationary teacher receives tenure or one or the other of the teachers with leaves the evaluation procedures to system. It shall be observed. Teachers in their first or second year the duty of the profession advising teacher to meet with and who hold an initial license shall be considered Tier 1 teachersaid the probationary teacher in any way mutually agreed to. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 advising teacher may be placed present at any meetings between the probationary teacher and the principal which are in Tier 1 regard to evaluation. 2. Each teacher may fill out a self-evaluation form to be filed with his personnel records. 3. The administrator shall prepare and submit a written report and recommendation to the teacher within ten days of an evaluation observation. If an administrator believes a teacher is doing unacceptable work, it shall be noted and set forth in specific terms. The administrator shall then set forth written recommendations for improvement. The teacher shall receive a third year at copy of each form that is filled out. 4. Either the discretion teacher or principal may request a conference following a written evaluation for the purpose of clarifying the evaluator as per Code written report and recommendations. A copy of Iowa 284.8(2). Teachers in Tier 1 each written evaluation will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfoliosubmitted to the Superintendent. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature who disagrees with a written observation, evaluation, or recommendation may submit a written answer within twenty (20) days, which shall be evaluated using attached to the same methods as file copy of the written observation, evaluation, or recommendation in Tier 1, at least one time each yearquestion. 5. Each The teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within given three (3) weeks days notice of those formal evaluation observations conducted to fulfill the minimum requirements of Section A above. Advance notice need not be given for any informal observations. 6. All formal monitoring or observation of the submission work performance of any formal observationa teacher shall be conducted openly and with the full knowledge of the teacher. In year three (3)Secret surveillance devices shall not be used to evaluate the performance of a teacher. If information obtained as a result of informal observation will be used in the evaluation of the teacher, then such information will be called to the teacher's attention. 7. Each teacher shall have the right upon request to review the contents of his own personnel file, except confidential, pre-employment references. A representative of the Association may be requested to accompany the teacher to such a review. 8. The evaluation process shall provide evidence be continuous and comprehensive. The written evaluations, forms, and conferences may address the teacher's overall performance in the Mio AuSable Schools. A committee of teachers, administrators, and school Board members shall be established to study and make recommendations for improvements in the teaching standards approved by the legislatureprocess of evaluation. This evidence may shall include artifacts or anecdotal records whichever the evaluator requestsforms, techniques, and criteria. Prior to implementing a change in the end evaluation process, the Board shall review any of the first semester recommendations of the committee. 9. The parties agree that parents, students, or other District employees will not be used to evaluate employees. 10. During the 2010-11 school year a committee composed of a Board member, two administrators, two elementary teachers and two secondary teachers shall meet to devise a plan to include student performance data in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence teacher evaluations. Recommendations of completion of any standards or criteria. These artifacts this committee will be due to approved by both the evaluator prior to March 1st, Association and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementBoard before being implemented.

Evaluation Procedure. Beginning teachers A. Every teacher shall receive a written formal observation by the administration per Education Code 44664. B. Every permanent employee shall be evaluated by the administration, in writing, every two years if they meet District Standards with the following exception: (A permanent employee will be assigned a mentor as per Iowa code 284.5. At no time should evaluated in two consecutive years if the mentor be required to provide information summary evaluation for the first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of the Superintendent.) C. Every temporary and probationary teacher shall be evaluated by the administration, in writing at least once each school year. D. A complete assessment sequence shall include a pre-observation conference between the evaluator regarding and the evaluation of his/her mentee. Within six weeks after teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. E. After the beginning of each school year, each principal shall prepare and distribute to the administrative faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. F. At the beginning of the school year, each principal shall acquaint prepare a projected assessment calendar listing the names of the teachers with the evaluation procedures to be observed and the month that they can anticipate being observed. Teachers in their first or second year (This calendar will serve as a guide only and can be revised and redistributed at the beginning of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year any month at the discretion of the evaluator as per Code of Iowa 284.8(2principal). Teachers in Tier 1 The principal will issue individual notices as to approximate formal observation dates. G. Prior to making an observation which is part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be involved in a minimum based. There may be discussion of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant circumstances affecting the employee ability to teaching standards approved by the Legislature shall be evaluated using positively on these elements such as the same methods as in Tier 1educational capabilities of the learners, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted availability of support personnel and the appropriateness of the learning environment. H. No later than five (5) work days after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal pre-observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsmake an observation of the employee’s performance. I. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the preparation of a written report. The evaluator may formally observe should schedule and hold a post-observation supervisory conference with the teacherteacher as soon as mutually convenient, at any time the evaluator determines. Within fifteen (15) school but no later than five work days of the classroom formal observation(s), the person making after the observation and was made. J. Within ten work days after the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator shall prepare and submit to the employee shall meet to discuss the summative written evaluation within three (3) weeks teacher a copy of the submission Written Classroom Performance Report (WCPR). Teachers having non-classroom assignments should receive a copy of any formal observation. In year three the Written Performance Report (3WPR). K. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving either the WCPR or the WPR, the teacher shall provide evidence to evaluator must schedule and hold such a conference within a period of ten work days after the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end teacher’s receipt of the first semester in year three, an evaluator will written report. The teacher has the right to have completed a representative present at this conference. L. Each evaluation shall be based upon one formal observation and will then request artifacts as evidence of completion of a mutually agreed upon complete lesson. At least two (2) follow-up formal observations shall take place prior to any standards or criteriaunsatisfactory summary conclusion being included in the summary evaluation. These artifacts A teacher will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had granted a reflective discussion on each standard, including evidence or records third follow-up observation upon request of the teacher’s progress. M. If a “need for improvement” or an “unsatisfactory performance” is indicated by the evaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee’s performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance may also include release time for the employee to visit and observe similar classes in his/her own school or in other schools as approved by the principal. N. Evaluations shall not include the use of publisher norms established as a result of standardized tests. O. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. P. All statements on the written classroom performance reports, the written performance reports, and/or the summary evaluations shall relate to job performance. Q. The teacher with shall have the right to submit a written review and the three-year summative review. All dates may be extended by mutual agreement.response within five

Evaluation Procedure. Beginning teachers On or before October 30th of each year, the evaluator and the unit member will meet and determine the elements to be included in the mutually agreed upon goals: 13.1.1 The professional goals may be modified by mutual agreement between the evaluator and the unit member. 13.1.2 Every probationary unit member will be assigned a mentor as per Iowa code 284.5. At no time should evaluated, in writing, by the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of designated administrator at least once each school year, no later than March 15th. Probationary special education unit members will be evaluated jointly by the administrative staff shall acquaint designated site administrator and the teachers Director of Student Services/Special Education. 13.1.3 Every permanent unit member with ten (10) or fewer years in the evaluation procedures Millbrae Elementary School District will be evaluated, using the appropriate form (Appendix Q) at least once every two (2) years, no later than thirty (30) days prior to be observed. Teachers in their first or second year the end of the profession and school year. Unit members with more than ten (10) years in the Millbrae Elementary School District, who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observationsmaintain satisfactory performance, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, appropriate form (Appendix Q) at least one time each once every five (5) years, no later than thirty (30) days prior to the end of the school year. Each teacher in Tier 1 The designated site administrator will evaluate permanent special education teachers. The Superintendent or designee may request the Director of Student Services/Special Education to jointly evaluate the permanent special education unit member along with the designated site administrator. Itinerant teachers shall be required to develop an individual career development plan. This plan assigned a home site for evaluation purposes and be evaluated by the site administrator. 13.1.4 The evaluation of each unit member will be submitted after the comprehensive evaluation based, in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1part, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsupon classroom observation(s). The evaluator may formally observe type of activity or instruction being observed will govern the teacher, at any time the evaluator determines. Within fifteen (15) school days length of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold classroom observation form [Appendix H] will be discussed with each unit member following an observation. More than one observation is necessary if unsatisfactory ratings are to be recorded in the completed evaluation form that becomes a summative observation a minimum of at least one time in year three part of the cycleunit member’s permanent personnel record. Subsequent evaluations will reflect any progress made by the unit member and the evaluator in working on indicated areas needing improvement. No more than one formal observation in any five (5) days working period unless mutually agreed upon. 13.1.5 The evaluator will base his/her evaluation of a unit member on information resulting from direct observation. The summative observation(s) shall include evaluator will evaluate and assess unit member competency as it reasonably relates to: 13.1.5.1 The progress of pupils toward the standards of expected student achievement at each grade level in each area of study; 13.1.5.2 The instructional techniques and strategies used by the unit member; 13.1.5.3 The unit member’s adherence to curricular objectives; 13.1.5.4 The establishment and maintenance of a pre-observation suitable learning environment within the 13.1.5.5 Assessment of other duties normally required to be performed by the unit member as an adjunct to regular assignments. 13.1.5.6 The evaluation and a post- observation conference and shall occur by December 1st assessment of year three. Subsequent unit member competence pursuant to the summative formal observation, ▇▇▇▇▇ Act Evaluation Procedure will not include the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks use of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved publishers’ norms established by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementstandardized tests.

Evaluation Procedure. Beginning teachers will The Evaluation Policy adopted by the Board shall be assigned a mentor as per Iowa code 284.5. At no time should in compliance with Ohio Revised Code, Section 3319.111. a. Each limited contract teacher shall be formally evaluated at least once during the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school year, . Each limited contract teacher eligible for contract renewal the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second following school year of the profession and who hold an initial license shall be considered Tier 1 teachersformally evaluated at least twice during the school year. The cycle for Tier first evaluation shall be prior to December 1 and the teacher being evaluated shall receive the written evaluation form not later than December 10. The second evaluation shall be conducted and completed between the 10th day of February and the 1st day of April, and the teacher being evaluated shall receive the written evaluation form not later than the 10th day of April. b. Each formal evaluation shall consist of both formal the following: ▪ 1st Evaluation (September to December 1st) – hold pre- conference, announced ½ hour observation, hold post-conference within 10 days of observation. The first evaluation will focus on domains a, b, c & d. ▪ 2nd Evaluation (February 10th-April 1st) – unannounced ½ hour observation, hold post-conference within 10 days of observation. The second evaluation will focus on domains b & c unless a deficiency in domain a and/or d was noted in the first evaluation. ▪ Other observations as needed. 1) Both the teacher and informal observations, initiated evaluator must fill out and sign the Teacher Evaluation Form indicating the time the observation began and the time the observation ended. 2) Notes of the classroom observation shall be kept by the evaluator. A copy of such notes shall be given to the teacher, if requested. c. The teacher shall receive a written copy of the evaluation. The written evaluation shall only contain comments documented by the individual(s) performing the observation. Both the teacher and evaluator shall conduct a minimum of three formal observations sign and minimum of three walkthroughsdate the evaluation form. At least one of the formal observations shall also include a pre-observation conference The teacher’s signature indicates only that he/she has received and post-observation conference between the evaluator read such form and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop is not necessarily an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned indication that he/she agrees with the district’s comprehensive school improvement plan. During the first two years of the cycleevaluation, comments, and ratings. d. If, during an observation, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycledetermines a deficiency exists, the evaluator shall conduct walkthroughsprovide the unit member with specific written recommendations and the means to make improvements. However, for the deficiency to exist it must be documented by the individual(s) performing the observation. If the evaluator marks a basic rating, the evaluator will include comments aimed at improvements. The evaluator may formally observe shall meet with the teacher, at any time the evaluator determines. Within unit member within fifteen (15) school days to discuss any deficiencies and the recommendations for improvement. e. Grievances related to evaluations shall be limited to the procedures and shall not be filed over the professional judgment of an evaluator unless the classroom formal observation(s)evaluation contains comments not documented by the individual(s) performing the observation. f. As the District curriculum is aligned with state and federal requirements, teachers shall be responsible to teach the aligned curriculum. g. Generally, the person making conducting an observation will be the observation and the teacher being evaluated shall meet to discuss the observation(s)principal or assistant principal. The evaluator shall hold a summative observation a minimum of at least one time in year three In case of the cycle. The summative observation(s) shall include a special needs pre- school, the administrator assigned to the pre-observation school will conduct observations and interviews. If such an administrator is not a post- observation conference and shall occur by December 1st of year three. Subsequent principal or assistant principal, the Association President will be notified in writing prior to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks beginning of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementupcoming school year.

Evaluation Procedure. Beginning teachers will be assigned a mentor as per Iowa code 284.5A. An evaluation is derived from input and feedback regarding performance. At no time should the mentor be required to provide information This may include formal and informal observations, memos and other forms of direct contact relating to the five major performance areas that the supervisor has discussed with the teacher as possibly being included in the evaluation. According to the ▇▇▇▇▇ Act, (▇.▇. 44664) “Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis, as follows: 1) at least once each school year for probationary and temporary personnel, 2) the first year of permanent status 3) at least every other year for personnel with permanent status, and 4) at least every five years for personnel with permanent status who have been employed at least ten years with the school district, are highly qualified, as defined in 20 U.S.C. Sec 7801, and whose previous evaluation rated the employee as meeting standards, if the evaluator and the certificated employee being evaluated agree. The certificated employee may withdraw consent at any time.” 1) An exception would be a permanent employee evaluated in two consecutive years if the summary evaluation for the first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of the Superintendent. B. Every temporary and probationary teacher shall be evaluated by the administration, in writing, at least once each school year. However, this requirement shall not affect the District’s statutory rights regarding re- employment and/or re-election to employment of temporary and probationary employees. C. A complete assessment sequence shall include a pre-observation conference between the evaluation of his/her mentee. Within six weeks after evaluator and the teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. D. At the beginning of each school year, the administrative principal shall prepare and distribute to the faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. E. Each school year, the principal shall acquaint prepare and distribute a projected assessment calendar listing the names of the teachers with the evaluation procedures to be observed and the month that they can anticipate being observed, no later than October 1st. Teachers in their first or second year (The calendar will serve as a guide only and can be revised and redistributed at the beginning of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year any month at the discretion of the evaluator as per Code of Iowa 284.8(2principal). Teachers in Tier 1 The principal will issue individual notices as to approximate formal observation dates. F. Prior to making a formal observation which is part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be involved in a minimum based. There may be discussion of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant circumstances affecting the employee ability to teaching standards approved by the Legislature shall be evaluated using positively on these elements, such as the same methods as in Tier 1educational capabilities of the learners, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted availability of support personnel and the appropriateness of the learning environment. G. No later than five (5) school days after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal pre-observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsmake an observation of the employee's performance. H. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the preparation of a written report. The evaluator may formally observe should schedule and hold a post-observation supervisory conference with the teacherteacher as soon as mutually convenient, at any time the evaluator determines. Within fifteen but no later than five (155) school days of the classroom formal observation(s), the person making after the observation and was made. I. Within ten (10) school days after the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator shall prepare and submit to the employee teacher a copy of the Classroom Observation Report, Appendix E. Teachers having non-classroom assignments should receive a copy of the same form. J. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving the Classroom Observation Reports, the evaluator must schedule and hold such a conference within a period of ten (10) school days. The teacher has the right to have a representative present at this conference. K. Each evaluation shall meet to discuss the summative written evaluation within be based upon at least one observation, lasting 35 minutes. At least three (3) weeks of 35-minute follow-up formal observations shall take place prior to any unsatisfactory summary conclusion being included in the submission of any formal observation. In year three (3)Summary Evaluation Form, the teacher shall provide evidence to the teaching standards approved Appendix F. L. If a need for improvement is indicated by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progressevaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee's performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance may also include released time for the employee to visit and observe similar classes in his/her own school or in other schools as approved by the principal. M. Evaluations shall not include the use of publisher norms established as a result of standardized tests. N. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. O. All statements on the written classroom performance reports, the written performance reports, and or the summary evaluations shall relate to job performance. P. The teacher with shall have the right to submit a written review and the three-year summative review. All dates may be extended by mutual agreement.response within ten

Evaluation Procedure. Beginning teachers will be assigned a mentor as per Iowa code 284.5. At no time should the mentor be required 5.1 The purpose of evaluation is to provide information to the evaluator regarding member that will enable him to maintain or improve the evaluation standard of his/her mentee. Within six weeks after his performance. 5.2 The appropriate Faculty Evaluation Committee shall review and evaluate the beginning of each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year performance of the profession following faculty members: a) Those on probationary and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and sessional appointments shall be evaluated at least one each semester after beginning instructional duties. The Academic Vice-President has responsibility for initiating and following through on these evaluations. b) Those on continuing and previously evaluated sessional appointments greater than four months shall normally be evaluated once every five years or sooner if scheduled by the Academic Vice- President or his designate, or requested by the instructor. c) Part-time employees teaching two (2) or more courses of instruction and working in their excess of 80 contact hours per academic year will be evaluated annually by a designee(s) of the Faculty Evaluation Committee 5.3 Major emphasis of the peer evaluation will be on the following items listed in order of priority with the first year listed being the major consideration: the instructor’s a) knowledge of employment and ability to prepare, deliver, and evaluate his instructional material to the students in an effective manner. b) ability to communicate effectively with students. c) ability to work as a team member with the rest of the staff. d) ability to perform divisional and college duties within the scope of the contract or as mutually agreed upon by the instructor and Department Chair. e) ability to act in a professional manner as defined in the district. This evaluation will include a minimum Code of one formal observation with pre Conduct and post conference. Career teachers new to Ethics (Appendix 6) of the district will undergo a comprehensive review with a portfolio in year Lakeland College Faculty Association Constitution. 5.4 The peer instructors (two of employment. Each teacher in Tier 2 faculty members) shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, responsible for the completion of the Individual Professional Development Plan will occurpeer evaluation form. After The peer instructors selected to evaluate a particular instructor shall each complete the teacher and evaluator have had a reflective discussion on each standard, including evidence or records peer evaluation form at least one week prior to the meeting of the teacher’s progressFaculty Evaluation Committee. The instructor may see the contents of the peer evaluation form. 5.5 All classroom visitations should be pre-arranged. In the pre-arranged classroom visitations, the peer evaluator shall provide will meet with the teacher with instructor, receive a written review copy of the course outline, as well as a lesson plan and the three-year summative reviewlearning objectives for the lesson that will be delivered on the day the visitation is to be conducted. All dates In addition, she should review the exams and ▇▇▇▇ schemes set for the course (if appropriate) and review the instructor’s course notes, lab guides, and student grade recording systems. There may be extended a post-visitation conference between the instructor and the peer evaluator to discuss the achievement of the pre-stated objectives of the pre-arranged visitation(s). 5.6 All peer evaluators are encouraged to attend an in-house evaluation orientation and training session. 5.7 The peer evaluators shall normally be in the same academic area as the instructor to be evaluated. 5.8 The committee shall interview the instructor (if he wishes to appear) before deciding its final recommendations. 5.9 Any discussion within and/or forms completed by mutual agreementthe Faculty Evaluation Committee (FEC) shall be confidential. 5.10 Instructors are to perform a self-evaluation. This will be submitted to the Faculty Evaluation Committee. a) Specifically, these self-evaluations should address at least the following.  A written statement of personal education principles  A summary of personal and professional development  An interpretation of student feedback results  A list of goals to achieve in the next review period. b) Self-evaluations may additionally include such activities as the instructor may choose. 5.11 The instructor being evaluated shall have one opportunity to contest the recommendations by requesting a second peer evaluation by different peer instructors. 5.12 The Faculty Evaluation Committee may decide, by a majority vote, to request a second peer evaluation by two different peer instructors. 5.13 If the Faculty Evaluation Committee or the instructor requests a second peer evaluation, the Academic Vice-President will inform the committee members and the instructor being evaluated: a) that a second peer evaluation has been requested and is being acted upon. b) that there will be no final recommendations until the results of the second peer evaluation have been heard by the Faculty Evaluation Committee. 5.14 The second peer evaluation is to be completed within three weeks after the request is made by the Faculty Evaluation Committee. 5.15 The second pair of peers will present their evaluation to the Faculty Evaluation Committee. The first pair of peers are not present while this presentation is being made. 5.16 The final decision of the Faculty Evaluation Committee will be voted on by all members involved in the evaluation. (▇▇▇▇, Chair and both pairs of peer instructors). 5.17 The Faculty Evaluation Committee will not be able to request a third peer evaluation. 5.18 In the event the Faculty Evaluation Committee does not meet with the member to be evaluated, then the Academic Vice-President shall conduct the evaluation (with the member) and the peer evaluation shall be included as an integral part of such evaluation.

Evaluation Procedure. Beginning teachers 33.6.1 The District retains sole responsibility for the evaluation and assessment of performance of each Adult School unit member, subject only to the following procedural requirements: Should an Adult School unit member believe an evaluation to be derogatory, the unit member will be assigned given an opportunity to comment thereon as provided for by law. Accordingly, no grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the District, nor shall the grievance contest the judgment of the evaluator; any grievance shall be limited to a mentor claim that the following procedures have been violated. 33.6.2 Evaluation of the performance of Adult School unit members shall be made, as per Iowa code 284.5needed, at least once every semester for probationary personnel, and at least once every other year for unit members with permanent status. At no time should Should a teacher be employed after the mentor mid-point of the first semester of a school year, evaluation for that semester shall be at the option of the principal. 33.6.3 Adult School unit members with permanent status may be evaluated yearly or more often, if the District or the evaluator deems it appropriate. Reasons for evaluating permanent personnel more often than the minimum required could include but would not be limited to situations such as a new assignment; unsatisfactory previous evaluations; the assignment of a new evaluator; or a need to improve the instructional program. 33.6.4 Adult School unit members must comply with the standards contained in the evaluation forms, which are contained in the Adult School Appendix. 33.6.5 Classroom observations may be, but shall not be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school yearbe, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated arranged by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacherthe Adult School unit member in advance of an observation. A Tier 1 teacher may Evaluations need not be placed in Tier 1 for a third year at based solely upon formal classroom observations. 33.6.6 Previous to the discretion completion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1summary evaluation form, at least one time each year(1) observation and conference should be held. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan The Evaluation Report may be presented in writing. An Adult School unit member may request a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet conference to discuss the observation(s). its conclusions. 33.6.7 The evaluator shall hold not base his evaluation on the quality of an Adult School unit member's classroom instructional program on information that is not collected through a summative observation means reasonably calculated to achieve accuracy. Negative evaluation of performance shall not be predicated upon information or material of a minimum derogatory nature which has been received by the evaluator from sources, such as other teachers, parents, and citizens, unless the facts have been verified by the evaluator, and discussed with the unit member. Student evaluations will be a factor in formulating the overall evaluation of at least one time a unit member. 33.6.8 As provided for by law, an Adult School unit member shall have the right to inspect materials in year three his or her personnel file, except ratings reports and records which, (1) were obtained prior to the employment of the cycle. The summative observation(sperson involved, (2) shall include a pre-observation and a post- observation conference and shall occur were prepared by December 1st of year three. Subsequent to the summative formal observationidentifiable examination committee members, the evaluator and the employee shall meet to discuss the summative written evaluation within three or (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester were obtained in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher connection with a written promotional examination. The time taken for personnel file review shall be unpaid and the three-year summative review. All dates may be extended by mutual agreementoutside of a unit member's regularly scheduled hours.

Evaluation Procedure. Beginning teachers The current evaluation agreement and associated protocols, forms, and rubrics are included in Appendix D. Every educator who is formally evaluated is ultimately provided two (2) summative ratings, one based on the educator’s performance, as quantified by the evaluation rubric, and the second based on the educator’s impact on student learning. Formal evaluation will be assigned a mentor as per Iowa code 284.5done only by trained administrators. At no time should the mentor be required to provide information Students and parents may have comments on educator performance and relay them to the evaluator regarding administrators. Administrators will make appropriate use of these comments within the evaluation guidelines of his/her mentee. Within six weeks after this agreement and the beginning policies of each school year, the administrative staff shall acquaint the teachers Dover-Sherborn Public Schools. A. Evaluators will make periodic observations and offer written comments on a Formal Observation Feedback Form in accordance with the evaluation procedures to be observedProfessional Growth and Evaluation System. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 These written comments will be involved made in a minimum of one summative conference in year oneaccordance with the Professional Growth and Evaluation System. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and Evaluators may make additional unannounced visits that are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsobservation. The evaluator may formally observe provide written or oral comments to the teacher, at any time educator as a follow-up to these informal visits. 1. Professional Status Educators: Fifty-one percent of all educators in every school building will be evaluated in accordance with the evaluator determines. Within fifteen Professional Growth and Evaluation System beginning in September 2013 (15) for the 2013-14 school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(syear). The evaluator shall hold a summative observation a minimum remaining forty-nine percent of at least one time all educators in year every school building will be evaluated in accordance with the Professional Growth and Evaluation System beginning in September 2014 (for the 2014-15 school year). Educators without Professional Status: In accordance with the Professional Growth and Evaluation System, and pursuant to M.G.L. c.71, §41, any educator in their first three of years in the cycleschool district remains on the Developing Educator Plan as defined in the Professional Growth and Evaluation System. 2. The summative observation(s) shall include a preEnd of Plan Form/End of Plan Self-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts assessment will be due to reviewed with the evaluator prior to March 1steducator at the conclusion of their plan cycle and placed in the educator’s personnel file. 3. Should an educator feel that the evaluation is not an accurate representation, and the summative conference will occur prior to April 15. In year threethey may, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreement.within five

Evaluation Procedure. Beginning 1. All new teachers in the system may have a tenured teacher advisor assigned to them at a time approximately one month after the commencement of their employment in the system. The selection of said advisor shall be on the mutual agreement of the probationary teacher, the principal, and the advisory teacher. If possible, this assignment will continue until the probationary teacher receives tenure or one or the other of the teachers leaves the system. It shall be the duty of the advising teacher to meet with and aid the probationary teacher in any way mutually agreed to. The advising teacher may be present at any meetings between the probationary teacher and the principal which are in regard to evaluation. 2. Each teacher may fill out a self-evaluation form to be filed with his personnel records. 3. The administrator shall prepare and submit a written report and recommendation to the teacher within ten days of an evaluation observation. If an administrator believes a teacher is doing unacceptable work, it shall be noted and set forth in specific terms. The administrator shall then set forth written recommendations for improvement. The teacher shall receive a copy of each form that is filled out. 4. Either the teacher or principal may request a conference following a written evaluation for the purpose of clarifying the written report and recommendations. A copy of each written evaluation will be assigned a mentor as per Iowa code 284.5. At no time should the mentor be required to provide information submitted to the evaluator regarding Superintendent. A teacher who disagrees with a written observation, evaluation, or recommendation may submit a written answer within twenty (20) days, which shall be attached to the file copy of the written observation, evaluation, or recommendation in question. 5. The teacher shall be given reasonable notice of those formal evaluation observations conducted to fulfill the minimum requirements of Section A above. Advance notice need not be given for any additional observations. 6. All formal monitoring or observation of the work performance of a teacher shall be conducted openly and with the full knowledge of the teacher. Secret surveillance devices shall not be used to evaluate the performance of a teacher. If information obtained as a result of informal observation will be used in the evaluation of his/her mentee. Within six weeks after the beginning of each school yearteacher, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 then such information will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant called to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each yearteacher's attention. 7. Each teacher in Tier 1 shall have the right upon request to review the contents of his own personnel file, except confidential, pre-employment references. A representative of the Association may be requested to accompany the teacher to such a review. 8. The evaluation process shall be required continuous and comprehensive. The written evaluations, forms, and conferences may address the teacher's overall performance in the Mio AuSable Schools. A committee of teachers, administrators, and school Board members shall be established to develop an individual career development planstudy and make recommendations for improvements in the process of evaluation. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation forms, techniques, and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requestscriteria. Prior to implementing a change in the end evaluation process, the Board shall review any of the first semester in year threerecommendations of the committee. 9. The parties agree that parents, an evaluator students, or other District employees will have completed a formal observation and will then request artifacts as evidence of completion not be used to evaluate employees. No student test scores or test results of any standards or criteria. These artifacts kind will be due used to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementevaluate employees.

Evaluation Procedure. Beginning teachers A. Staff evaluation is a cooperative venture to determine areas of strength to build upon and areas of weakness to be eliminated or improved. B. All employees will be assigned a mentor as per Iowa code 284.5. At no time should the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be formally evaluated at least one time once annually in their first year of employment in accordance with the form and procedures established by the school district. This The evaluation form and rubric can be found in Appendix D. 1. Observations of ESPs for the purpose of evaluation will include occur once a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employmentyear. 2. Each teacher in Tier 2 shall observation will be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsno less than 10 minutes. 3. The evaluator may formally observe the teacher, at any time the evaluator determinesfirst observation will take place by November 15. 4. Within fifteen (15) The employee will receive written feedback within 5 school days of the classroom formal observation(s)observation, and a follow-up meeting will take place at the person making request of either the evaluator or the member. 5. The observation and will be done by an appropriate administrator. 6. The final evaluation each year will be given to the teacher being evaluated shall meet to discuss employee no later than June 1. 7. The evaluation will provide feedback about observed strengths as well as areas for improvement. C. All evaluations will be done with the observation(sfull knowledge of the employee(s). The evaluator school district reserves the right to conduct periodic evaluations of employees covered by this Agreement, at any time. D. The employee shall hold be given a summative observation a minimum copy of at least one time in year three any evaluation and shall discuss such report with the evaluator(s). The employee shall acknowledge he/she has reviewed the evaluation report by affixing his/her signature to the copy to be filed. Such signature does not indicate agreement or disagreement with the content of the cyclereport. The summative observation(smember will also have the right to submit a written answer to such material, within 10 calendar days, and his/her answer shall be reviewed by the Superintendent of Schools and attached to the file copy. 1. The evaluator(s) shall include a pre-observation point out to the employee any area in which the employee DOES NOT MEET the level of performance in the evaluation. The employer will make specific suggestions for improvement. The evaluation will be discussed with the employee and a post- observation conference and shall occur by December 1st plan of year threeaction developed to achieve these objectives. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within Within three (3) weeks work months, the employee will be evaluated again with respect to these particular areas of employment. 2. In the event, the employee has not improved within six (6) months of the submission date of any formal observation. In year three (3)evaluation, the teacher employee will be subject to appropriate disciplinary action, including discharge. Any disciplinary action taken pursuant to this shall provide evidence be subject to the teaching standards approved by grievance and arbitration provisions of the legislatureAgreement. The evaluative judgment of the evaluator(s) and/or the substance of the evaluation shall not be subject to the arbitration provision of this Agreement. Any dispute as to whether the process of the evaluation has been fairly followed shall be subject to grievance and arbitration. E. The parties affirm their desire that all employees of the District- administrators, professional employees, and others included-treat each other with dignity and mutual respect. This evidence may include artifacts or anecdotal records whichever paragraph is not subject to arbitration. ▇▇▇▇▇▇▇▇ ▇▇▇▇▇ Date President - Ashland Educators Association ▇▇▇▇▇ ▇▇▇▇▇ Date Superintendent of Schools For the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreement.Ashland School Committee

Evaluation Procedure. Beginning teachers will 1. Every temporary and probationary certificated employee shall be assigned a mentor as per Iowa code 284.5. At no time should evaluated by the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of administration in writing at least once each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observedno later than March 1. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature Probationary employees shall be evaluated using based on three Standards (CSTP) selected by the same methods as in Tier 1, at least one time each teacher during the first year and the other three Standards (CSTP) during the second year. 2. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and Every permanent certificated employee shall be evaluated by the administration in writing every other year of active duty, no later than April 15 of the year in which evaluation takes place, except as provided herein. Unit members with permanent status who have been employed at least one time in their first year of employment in 10 years with the school district, and are highly qualified as required by the state and federal law, and whose previous evaluation rated the employee as Proficient, Distinguished or Meets Standard shall be evaluated up to every five years if the unit member and current evaluator consent to this schedule. This evaluation will include a minimum of one formal observation with pre The teacher or evaluator may withdraw his/her consent and post conference. Career teachers new return to the district will undergo a comprehensive review with a portfolio in two year two of employmentcycle. 3. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration No later than the end of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one 35th working day of the cycle, each staff member shall create an individual career development plan year in which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycleevaluation is to take place, the evaluator and teachers the permanent certificated employee with a Proficient, Distinguished or Meets Standard evaluation shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsStandards upon which evaluation is to be based. The evaluator shall select one Standard, the employee shall select one Standard and the parties shall mutually select a third Standard on which to base the evaluation. A permanent employee who receives an overall Does Not Meet Standard rating on his/her evaluation shall be evaluated the next year on the Standard(s) for which the teacher received a Does Not Meet Standard rating. 4. In no case shall performance objectives, stated in percentages, be required. In addition, the assessment of competence shall not include the use of publisher’s norms established by standardized test. 5. During the course of the evaluation period, mitigating circumstances may formally observe require modification of the teacher, at any time evaluation parameters. The necessity for review of the evaluation criteria shall be determined mutually by the employee and the evaluator determinesand shall be determined in the same manner as is stated in Section 4.3. 6. Within At least three (3) observations of at least fifteen (15) school days minutes each shall take place prior to the placement of any negative comments or judgments in the classroom formal observation(s)final evaluation. 7. Any certificated employee who receives a negative evaluation shall, the person making the observation upon request, be entitled to at least one (1) additional observation, conference and the teacher being evaluated shall meet to discuss the observation(s)written evaluation as prescribed above. 8. The evaluator shall hold a summative observation a minimum take affirmative action to assist employees in correcting any cited deficiencies. Such action shall include specific recommendations, and may include adequate release time for the employee to visit and observe other similar classes. 9. This process may be constrained by anomalies noted by the evaluatee on the appropriate form. Assessment of performance shall be with due consideration of constraints over which the evaluatee has no authority to correct and current Board-adopted guidelines not in conflict with this Agreement. 10. Each evaluation shall be based upon at least one time in year three of the cycle. The summative observation(s(1) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal scheduled observation, the result of which shall be recorded on the confidential Certificated Evaluation Observation form. Each evaluation observation shall be followed by a conference in which the evaluator and the employee shall meet to discuss review the summative written evaluation observation. The conference shall be held within three (35) weeks school days of the submission of any formal observation. In year three (3)Teachers shall have the right to list their comments on the Certificated Evaluation Observation form. 11. Non administrative certificated personnel shall not participate in the evaluation and/or observation of other none administrative certificated personnel, nor shall they be required to assess their own performance. 12. The evaluator or designee shall not base his/her evaluation of a certificated employee on any information which was not collected through the direct observation of such employee, with the exception of information collected, not by direct observation, but fully investigated, documented, substantiated and discussed with the employee. Hearsay statements shall be excluded from written evaluation. 13. If as a result of an adverse evaluation an employee is notified that the District intends to institute dismissal proceedings, the teacher adverse evaluation based on possible procedural violations becomes non-grievable. In the event dismissal proceedings are not instituted, the adverse evaluation may then be grieved based on possible procedural violations. This procedural prohibition shall not apply to Section 4.12. 14. Adverse evaluations shall not be based upon the use of materials or methods or exchange of ideas which may be deemed unpopular or controversial provided such materials, methods and ideas comply with the approved course of study for the subject being taught, present both sides of an issue, and are appropriate to the maturity level of students. 15. The summary of final evaluations shall provide evidence for a rating of Proficient, Distinguished, Meets Standard, or Does Not Meet Standard. 16. After the tenth (10th) year of service, and if the bargaining unit member received a Proficient, Distinguished, or Meets Standard evaluation the administrator and member can mutually agree to a five year evaluation cycle. If the teaching standards approved by administrator and member agree on a five year cycle, the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to evaluation at the end of the first semester in five year three, cycle shall be an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementAdministrator Evaluation Option.

Evaluation Procedure. Beginning teachers The following procedure for evaluation by the Board will be assigned used: 1. Certified employees shall be evaluated by certified administrators designated by the Board. Every employee will receive an Observer list indicating their primary administrator for the purpose of the (Pre-Conference), (Post-Conference), and summative evaluation. The ▇▇▇▇▇▇▇ Focused Teacher Evaluation Model (TLE) and the ▇▇▇▇▇▇▇ Non-Classroom Instructional Support Evaluation will be the exclusive teacher evaluation model utilized by the district. All teachers shall have electronic access to a mentor as per Iowa code 284.5. At no time should copy of the mentor be required to provide information to protocols and the evaluator regarding Yukon Public Schools Policies and Procedures ▇▇▇▇▇▇▇ Causal Evaluation System and State TLE Requirements of 2018-2019 used by the evaluation of his/her mentee. Within six weeks after evaluators throughout the beginning of each school year. Access will be established during the first two weeks of school. The Yukon Public Schools Policies and Procedures ▇▇▇▇▇▇▇ Causal Evaluation System and State TLE Requirements of 2018-2019 are collaboration between the Board and the Association. If there is a conflict between the Yukon Public Schools Policies and Procedures ▇▇▇▇▇▇▇ Causal Evaluation System and State TLE Requirements of 2018-2019 and the procedures set forth in the ▇▇▇▇▇▇▇ (TLE) Model, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license State TLE Requirements shall prevail. 2. Every certified employee shall be considered Tier 1 teachersevaluated as defined by the agreed upon Yukon Public Schools Policies and Procedures ▇▇▇▇▇▇▇ Causal Evaluation System and State TLE Requirements of 2018-2019. Superior or highly effective shall be defined by the agreed upon Yukon Public Schools Policies and Procedures ▇▇▇▇▇▇▇ Causal Evaluation System and State TLE Requirements of 2018-2019. Exemptions criteria shall be defined by the agree upon Yukon Public Schools Policies and Procedures ▇▇▇▇▇▇▇ Causal Evaluation System and State TLE Requirements of 2018-2019. 3. The cycle for Tier 1 shall consist administrator will conduct a pre-observation of both the certified employee in the classroom or assigned area five (5) days prior to the formal and informal observationsobservation. Following the formal observation, initiated by an electronic report will be shared with the evaluatorevaluated employee within the two (s) days of the observation. The evaluator shall teacher will complete the pre-observation conference form electronically at least five days prior to each formal observation. The administrator will conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation of the certified employee prior to the formal observation. Following the formal observation, a post conference between form will be completed by the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion An electronic report of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 formal observation will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new available to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen employee within five (155) school days of the classroom completed post conference form. The post conference form should be completed within five (5) days of each completed formal observation(s), observation. 4. Within ten (10) working days of the person making summative evaluation conference an electronic copy of the evaluation report shall be presented to the certified employee. The certified employee will sign the evaluation report signature page in acknowledgement that the report has been reviewed by both parties. The employee will also acknowledge the observation and the teacher being evaluated shall meet to discuss the observation(s)in iObservation. This will be completed by May 1. 5. The evaluator certified employee shall hold a summative observation a minimum of at least one time have an opportunity to respond to an evaluation in year three writing within ten (10) working days after receiving the copy of the cycleevaluation report. Such response shall be signed by the evaluator in acknowledgement that the response has been reviewed by both parties. 6. The summative observation(s) shall include a pre-observation report and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observationresponse, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks if any, will become part of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation record and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to filed in the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative reviewcertified employee's personnel file. All dates may be extended by mutual agreement.certified teachers will develop a Profession Learning (PL) Focus Plan in conjunction with administration. (Amended 2013, 2014, 2015, 2017)

Evaluation Procedure. Beginning teachers will A. The objectives of the evaluation process are: 1. To maintain a high quality of instruction and department administration. 2. To improve the performance of the faculty member being evaluated. 3. To encourage faculty to seek and use opportunities for professional growth and development. 4. To gather information that may be assigned a mentor as per Iowa code 284.5. At no time should used in the mentor be required to provide information processes relating to the evaluator regarding the evaluation promotion and retention of his/her mentee. Within six weeks after the beginning faculty. B. Evaluation of each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachersall faculty 1. The cycle for Tier 1 shall consist of both formal evaluation process will include a self-evaluation, peer review (including classroom observations), and informal observations, initiated student ratings. Alternative processes may be developed by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards team and, if approved by the Legislature ▇▇▇▇ of Academic Affairs, implemented. 2. Teaching effectiveness is the major factor to be considered in the evaluation process. Course content, objectives, and evaluation methods, as well as faculty-student interaction are among the criteria to be reviewed. Contributions to the instructional unit as a whole, student advisement, curriculum development and improvement, professional development and College-wide service will be considered. a. Full-time faculty who do not hold continuing appointment shall be evaluated using annually. Faculty who hold continuing appointment will be evaluated every fifth year; an additional follow-up self-evaluation of progress made on the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career professional development plan. This plan recommendation of the ▇▇▇▇ of Academic Affairs will be submitted after to the comprehensive evaluation in ▇▇▇▇ and Department Chairs within the third year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall following the formal evaluation. b. Adjunct faculty will be evaluated at least each semester using general criteria based on classroom teaching observation and student feedback. After five (5) semesters, adjunct faculty will be evaluated once every five years. 4.a. For full-time faculty an evaluation team will be established by October 1 of the evaluation year (March 1 for those employed beginning with the Spring term or for faculty who, upon request, have been permitted to defer their evaluation to the spring semester) for each faculty member being evaluated. It will be composed of one full-time faculty member selected by the individual being evaluated, one selected by the faculty of the department in their first year which the individual being evaluated holds appointment, and the department chair. The ▇▇▇▇ of employment Academic Affairs, and Area/Department Chair while not members of the evaluation team, may, with prior notification, observe classes of those faculty being evaluated. Changes in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall committee’s composition must be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature ▇▇▇▇ of Academic Affairs and be aligned with the district’s comprehensive school improvement plan. During the first two years President of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementAssociation.

Evaluation Procedure. Beginning teachers On or before October 30th of each year, the evaluator and the unit member will meet and determine the elements to be included in the mutually agreed upon goals: 13.1.1 The professional goals may be modified by mutual agreement between the evaluator and the unit member. 13.1.2 Every probationary unit member will be assigned a mentor as per Iowa code 284.5. At no time should evaluated, in writing, by the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of designated administrator at least once each school year, no later than March 15th. Probationary special education unit members will be evaluated jointly by the administrative staff shall acquaint designated site administrator and the teachers Director of Student Services/Special Education. 13.1.3 Every permanent unit member with ten (10) or fewer years in the evaluation procedures Millbrae School District will be evaluated, using the appropriate form (Appendix H) at least once every two (2) years, no later than thirty (30) days prior to be observed. Teachers in their first or second year the end of the profession and school year. Unit members with more than ten (10) years in the Millbrae School District, who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observationsmaintain satisfactory performance, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, appropriate form (Appendix H) at least one time each once every five (5) years, no later than thirty (30) days prior to the end of the school year. Each teacher in Tier 1 The designated site administrator will evaluate permanent special education teachers. The Superintendent or designee may request the Director of Student Services/Special Education to jointly evaluate the permanent special education unit member along with the designated site administrator. Itinerant teachers shall be required to develop an individual career development plan. This plan assigned a home site for evaluation purposes and be evaluated by the site administrator. 13.1.4 The evaluation of each unit member will be submitted after the comprehensive evaluation based, in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1part, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsupon classroom observation(s). The evaluator may formally observe type of activity or instruction being observed will govern the teacher, at any time the evaluator determines. Within fifteen (15) school days length of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold classroom observation form [Appendix H] will be discussed with each unit member following an observation. More than one observation is necessary if unsatisfactory ratings are to be recorded in the completed evaluation form that becomes a summative observation a minimum of at least one time in year three part of the cycleunit member’s permanent personnel record. Subsequent evaluations will reflect any progress made by the unit member and the evaluator in working on indicated areas needing improvement. 13.1.5 The evaluator will base his/her evaluation of a unit member on information resulting from direct observation. The summative observation(s) shall include evaluator will evaluate and assess unit member competency as it reasonably relates to: 13.1.5.1 The progress of pupils toward the standards of expected student achievement at each grade level in each area of study; 13.1.5.2 The instructional techniques and strategies used by the unit member; 13.1.5.3 The unit member’s adherence to curricular objectives; 13.1.5.4 The establishment and maintenance of a pre-observation suitable learning environment within the scope of the unit member’s responsibilities; 13.1.5.5 Assessment of other duties normally required to be performed by the unit member as an adjunct to regular assignments. 13.1.5.6 The evaluation and a post- observation conference and shall occur by December 1st assessment of year three. Subsequent unit member competence pursuant to the summative formal observation, ▇▇▇▇▇ Act Evaluation Procedure will not include the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks use of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved publishers’ norms established by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementstandardized tests.

Evaluation Procedure. Beginning teachers 33.6.1 The District retains sole responsibility for the evaluation and assessment of performance of each Adult School unit member, subject only to the following procedural requirements: Should an Adult School unit member believe an evaluation to be derogatory, the unit member will be assigned given an opportunity to comment thereon as provided for by law. Accordingly, no grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the District, nor shall the grievance contest the judgment of the evaluator; any grievance shall be limited to a mentor claim that the following procedures have been violated. 33.6.2 Evaluation of the performance of Adult School unit members shall be made, as per Iowa code 284.5needed, at least once every semester for probationary personnel, and at least once every other year for unit members with permanent status. At no time should Should a teacher be employed after the mentor mid-point of the first semester of a school year, evaluation for that semester shall be at the option of the principal. 33.6.3 Adult School unit members with permanent status may be evaluated yearly or more often, if the District or the evaluator deems it appropriate. Reasons for evaluating permanent personnel more often than the minimum required could include but would not be limited to situations such as a new assignment; unsatisfactory previous evaluations; the assignment of a new evaluator; or a need to improve the instructional program. 33.6.4 Adult School unit members must comply with the standards contained in the evaluation forms, which are contained in the Adult School Appendix. 33.6.5 Classroom observations may be, but shall not be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school yearbe, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated arranged by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacherthe Adult School unit member in advance of an observation. A Tier 1 teacher may Evaluations need not be placed in Tier 1 for a third year at based solely upon formal classroom observations. 33.6.6 Previous to the discretion completion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1summary evaluation form, at least one time each year(1) observation and conference should be held. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan The Evaluation Report may be presented in writing. An Adult School unit member may request a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet conference to discuss the observation(s). its conclusions. 33.6.7 The evaluator shall hold not base his evaluation on the quality of an Adult School unit member's classroom instructional program on information that is not collected through a summative observation means reasonably calculated to achieve accuracy. Negative evaluation of performance shall not be predicated upon information or material of a minimum derogatory nature which has been received by the evaluator from sources, such as other teachers, parents, and citizens, unless the facts have been verified by the evaluator, and discussed with the unit member. Student evaluations will be a factor in formulating the overall evaluation of at least one time a unit member. 33.6.8 As provided for by law, an Adult School unit member shall have the right to inspect materials in year three his or her personnel file, except ratings reports and records which, (1) were obtained prior to the employment of the cycle. The summative observation(sperson involved, (2) shall include a pre-observation and a post- observation conference and shall occur were prepared by December 1st of year three. Subsequent to the summative formal observationidentifiable examination committee members, the evaluator and the employee shall meet to discuss the summative written evaluation within three or (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester were obtained in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher connection with a written promotional examination. The time taken for personnel file review and the three-year summative review. All dates may be extended by mutual agreement.shall be

Evaluation Procedure. Beginning A. It is understood by the Association and the District that the primary objective in the evaluation of unit members is to provide assistance to unit members in the improvement of their professional skills. The evaluation procedures herein described shall be carried out with the intent of meeting that objective. B. The District shall evaluate and assess certificated employees competency as it reasonably to: 1) The instructional techniques and strategies used by the employee. 2) The employees adherence to curricular objectives. 3) The employees individual performance objectives. 4) The establishment and maintenance of a suitable learning environment within the scope of the employee's responsibility. 5) The job description for the position. 6) The performance of those non-instructional duties and responsibilities, including supervisory and advisory duties, as may be prescribed by the Board. 7) Any other areas prescribed by current law. C. All teachers are either “on or off cycle” (on cycle is defined as a teacher who is being evaluated during the current school year, off cycle are teachers who are not being formally evaluated during the current school year.) For probationary teachers evaluations occur twice a year until permanency; permanent employees occur every other year. 1. On cycle employees who are in good standing and permanent status, with 2 or more satisfactory evaluations after their permanent status have the following options for evaluations (all other employees shall follow the formal evaluation process): a. Formal evaluation process by his/her site supervisor, b. Peer Review (Two members, in satisfactory standing, select and review each other, on their own time, observe, review and provide evidence to be presented to the site supervisor for jointly written evaluation). c. Self Evaluation/Portfolio (Teacher provides lesson plan, student work, video of lesson connected to the identified teacher goals). Teacher and administrator discuss documentation, observation (if needed) and summary evaluation is jointly completed by the administrator and teacher. D. Evaluators, designated by principals or administrative supervisors, notify teachers that they are on or off cycle for a Teacher Performance Evaluation that year prior to October 1st. 1) Teachers identified as off cycle will be assigned a mentor as per Iowa code 284.5. At no time should the mentor be required to provide information complete the Professional Growth Form. A designated evaluator could be principal, assistant principal or any other qualified, credentialed administrator. Designated evaluators work at the direction of the principal or the superintendent and are solely responsible to them. 2) Principals or administrative supervisors may put teachers on a 5 year evaluation cycle if they meet the evaluator regarding following criteria (Professional Growth Form will still be completed on an annual basis): a) Teachers have been within District 7 or more years. b) Teacher has positive evaluation, (no overall standards less than 3, ½ of the evaluation of overall standards 4’s/5’s in most recent evaluation.) c) Teacher is fully credentialed in his/her menteeassigned area. d) Teacher has requested the 5 year cycle through providing a written request with rationale for approval of the cycle. Within six weeks after (NOTE: A 5 year cycle is solely decided by the beginning of each principal or administrator and can be revoked. Teachers will be given notification prior to October 1 if the 5 year cycle has been revoked.) E. The unit member and evaluator will attempt to mutually agree on Evaluation Professional Growth Goals for the school year prior to November 1. Certificated members and their evaluators will attempt to mutually agree on professional growth goals and objectives for the school year. If the parties are unable to reach agreement, individual growth goal(s) will be listed on the District goals for with a notation “Teacher Goal” and “Site/Department/Grade Level Goal”. Certificated members must select one or more professional goals that will assist them in achieving individual performance objectives. (Note: CSTP 6 is not included in the goal selection). The goal(s) is intended to focus on professional growth in selected standards. Certificated members will be evaluated on all six CSTP in their Summation of Performance. 1) The evaluator and the employee shall sign a document indicating that they have reviewed and discussed the established goals, the administrative staff shall acquaint job description, standards for pupil achievement, special written objectives or requirements, and the teachers with performance evaluation for and guidelines. 2) In the evaluation procedures to be observed. Teachers in their first or second year event that mitigating circumstances arise which require a redefinition of the profession goals and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observationsobjectives, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacherunit member shall meet and discuss the circumstances. A Tier 1 teacher may be placed in Tier 1 for a third year at If mutual agreement is not achieved, the discretion provisions of the evaluator as per Code Paragraph B of Iowa 284.8(2). Teachers in Tier 1 this Article will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and apply. F. Probationary unit members shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1twice each year, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen (15) school days of the classroom formal observation(s), the person making the observation evaluation occuring not later than December 15 and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior second not later than 60 calendar days prior to the end of the first semester in year threeschool year. Permanent teachers shall be evaluated at least once every two years, an evaluator will have completed not later than 30 calendar days prior to the end of the school year. G. Each evaluation Summation of Performance shall include at least one classroom observation lasting not less than 30 minutes, or one complete lesson, whichever is longer, to be conducted at a formal mutually agreed upon time. Additional observations may be made at any time by any management employee. Any classroom observation which is included as part of this evaluation process, shall be followed by a conference between the unit member and will then the observer and a written report of the observation following the conference. Upon request artifacts as evidence of completion either party a post observation conference shall be held within 10 days of any standards or criteria. These artifacts the observation. H. Preparation of the written evaluations summation of performance shall be followed by a conference at which time the evaluation will be due discussed. It is the intention of both parties that the information contained in the written evaluation be discussed and with and/or put in writing to the evaluator unit member prior to March 1stinclusion in the written evaluation. It is also the intention of both parties that unit members be notified as soon as possible regarding concerns about their performance. A copy of the final written evaluation document shall be provided to the unit member, who shall sign and date the original copy. The unit member may attach a written response to the original document within 10 days, to provide an opportunity to have it considered prior to placement in the personnel file. Following placement of the evaluation in the personnel file of the employee may attach a rebuttal at a later time. Both documents will become part of the personnel file. I. Unit members who have been notified that they may receive a rating of overall unsatisfactory will receive written notice of specific areas of concern. The purpose of this notice is to provide suggestions, help, feedback, and resources to assist the summative conference will occur prior to April 15unit member receiving the notification. At the earliest sign of concern, the evaluator shall give the bargaining unit member written notice if the evaluator determines the bargaining unit member is in jeopardy of receiving an overall unsatisfactory evaluation. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progressaddition, the evaluator shall provide the teacher bargaining unit members with a written review notice (in addition to the lesson observation) to provide suggestions, feedback and resources to assist the bargaining unit members (Continuum of Teaching Practices Support Plan). The evaluator shall contact the Human Resources Department. The Human Resources Department shall notify the Association of the bargaining unit member that is in jeopardy of an unsatisfactory evaluation. J. Overall Unsatisfactory Rating Peer Assistance and Review and Appeal [from August 22, 2011 MOU] 1) Employees receiving an overall unsatisfactory rating may elect to participate in the Peer Assistance and Review Program to improve appropriate areas of the employee’s performance and to further pupil achievement and the threeinstructional objectives of the District. When the unit member receives an overall unsatisfactory rating, the evaluator will indicate in writing: specific areas) where improvement is needed, suggestions for improvement, additional resources that will be made available to assist with improvement (if applicable), techniques for measurement of improvement, and time schedule for monitoring progress. The evaluation form will include an overall rating to indicate satisfactory or unsatisfactory performance, including multiple observations from the Supervisor. The unit member will also have the option of requesting to be observed by another qualified supervisor during the assistance plan period. If an unsatisfactory rating is indicated, an assistance plan will be written and in place for a school year. 2) For appeal of an overall unsatisfactory rating the process of non-binding/advisory mediation will be used. K. Evaluations shall be based on observation and knowledge gained through appropriate investigation, and not upon unsubstantiated charges. In addition, no evaluation shall be based upon derogatory materials in the employee's personnel file unless the employee has been previously given prior notice and the opportunity to review, comment upon, and submit a written response for attachment. If the employee disagrees with the performance evaluation, they have the right to submit a written response and have the comments attached. If it is determined that it is necessary for further evaluation based upon an assistance plan, after the on-cycle year summative reviewevaluation, observations and evaluation will be implemented and monitored through the next year based on the assistance plan. All dates Department Chairpersons and Instructional Coordinators may be extended assigned to participate in assistance plans, at the request of the unit member. L. The performance evaluation should generally be a positive experience for both the employee and evaluator. The strong points of the employee’s performance should be identified so that appropriate acknowledgment is made where warranted and assistance can be provided when needed. Typically, areas where improvement is needed should be identified and discussed with the employee prior to the evaluation. The performance evaluation should be a summation of the employee’s total performance. M. No formal observations or evaluations will be conducted with summer school teachers and/or adult school teachers. However, informal observations may be conducted at any time, and the District reserves the right to record and file disciplinary memorandums in personnel records. Summer school teachers are employed at the will of the District and may be released by mutual agreementthe District at will. Adult school teachers may be released at the discretion of the District after two informal unsatisfactory evaluations. Informal evaluations consist of a teacher-administrator meeting in which the teacher is notified that a specific job duty is not being performed at a satisfactory level. If the teacher fails to improve their performance to the District’s satisfaction, a second meeting will be held to inform the teacher of termination. N. No formal observations or evaluations will be conducted with unit members receiving extra-duty stipends except for those listed in paragraph L below. However, informal observations may be conducted at any time, and the District reserves the right to record and file disciplinary memorandums in personnel records. Unit members receiving extra-duty stipends, except for department chairpersons, are employed at the will of the district and may be released by the District at will. Department chairpersons may only be released due to the completion of their elected term or through the procedure in Article 3. O. For staff members receiving extra-duty stipends serving extra duty in the areas of Activities Director, Athletic Director, Project Director, Yearbook, Drama, Instrumental Music, Vocal Music, Agriculture/FPS, Librarian, Journalism, District Resource Teacher, and Department Chairpersons, the performance evaluation shall also address the fulfillment of the job description requirements for that extra-duty assignment. P. The District shall determine the forms used for evaluation and assessment of the job performance of each employee. Changes in the forms used for evaluation may be made at the discretion of the District, after consultation with the Exclusive Representative. Q Grievances may be filed only over claims that the specific procedures of the Article have been violated. The contents of an evaluation are not subject to grievance procedure.

Evaluation Procedure. Beginning teachers A. Staff evaluation is a cooperative venture to determine areas of strength to build upon and areas of weakness to be eliminated or improved. B. All employees will be assigned a mentor as per Iowa code 284.5. At no time should the mentor be required to provide information to the evaluator regarding the evaluation of his/her mentee. Within six weeks after the beginning of each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be formally evaluated at least one time once annually in their first year of employment in accordance with the form and procedures established by the school district. This The evaluation form and rubric can be found in Appendix D. 1. Observations of ESPs for the purpose of evaluation will include occur once a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employmentyear. 2. Each teacher in Tier 2 shall observation will be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsno less than 10 minutes. 3. The evaluator may formally observe the teacher, at any time the evaluator determinesobservation will take place by May 1. 4. Within fifteen (15) The employee will receive written feedback within 5 school days of the classroom formal observation(s)observation, and a follow-up meeting will take place at the person making request of either the evaluator or the member. 5. The observation and will be done by an appropriate administrator. 6. The final evaluation each year will be given to the teacher being evaluated shall meet to discuss employee no later than June 1. 7. The evaluation will provide feedback about observed strengths as well as areas for improvement. C. All evaluations will be done with the observation(sfull knowledge of the employee(s). The evaluator school district reserves the right to conduct periodic evaluations of employees covered by this Agreement, at any time. D. The employee shall hold be given a summative observation a minimum copy of at least one time in year three any evaluation and shall discuss such report with the evaluator(s). The employee shall acknowledge he/she has reviewed the evaluation report by affixing his/her signature to the copy to be filed. Such signature does not indicate agreement or disagreement with the content of the cyclereport. The summative observation(smember will also have the right to submit a written answer to such material, within 10 calendar days, and his/her answer shall be reviewed by the Superintendent of Schools and attached to the file copy. 1. The evaluator(s) shall include a pre-observation point out to the employee any area in which the employee DOES NOT MEET the level of performance in the evaluation. The employer will make specific suggestions for improvement. The evaluation will be discussed with the employee and a post- observation conference and shall occur by December 1st plan of year threeaction developed to achieve these objectives. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within Within three (3) weeks work months, the employee will be evaluated again with respect to these particular areas of employment. 2. In the event, the employee has not improved within six (6) months of the submission date of any formal observation. In year three (3)evaluation, the teacher employee will be subject to appropriate disciplinary action, including discharge. Any disciplinary action taken pursuant to this shall provide evidence be subject to the teaching standards approved grievance and arbitration provisions of the Agreement. The evaluative judgment of the evaluator(s) and/or the substance of the evaluation shall not be subject to the arbitration provision of this Agreement. Any dispute as to whether the process of the evaluation has been fairly followed shall be subject to grievance and arbitration. E. The parties affirm their desire that all employees of the District- administrators, professional employees, and others included-treat each other with dignity and mutual respect. This paragraph is not subject to arbitration. A. Wages B. ESPs shall be paid the same hourly rate as Unit A (per Unit A CBA - Article XVII section L) for work assigned beyond the normal work day, such as bus duty, late pick-ups, registration outside of regular work hours, IEP support after school, etc. The parties agree that the Superintendent/designee may limit the number of hours for such assigned work prior to the employee commencing the assigned work. Pay for such hours shall be submitted bi-weekly and paid on the next paycheck. C. In the event that a member is required by the legislatureprincipal to substitute for a teacher the member will be paid an additional $5.00 per hour up to a total of 32.50 per day. D. It is agreed by the Committee and the membership that ongoing education and professional development is important to providing quality education for the students of Ashland. This evidence may include artifacts To help facilitate this, members will be eligible to receive up to $400 each year in course reimbursement for pre-approved courses or anecdotal records whichever workshops. SECTION 1: For completion by the evaluator requestsEMPLOYEE Anticipated Begin Date of Leave: Anticipated End Date of Leave: Briefly Explain Reason for Leave. Prior If leave is to care for someone, please indicate the name of and relationship to the end person who needs care. Education Support Personnel Evaluation Form page 2 Educational Support Personnel Evaluation Kindergarten ESP Demonstrates professionalism in communication and collaboration among members of the first semester school community including colleagues and administration. Supports a learning environment that encourages appropriate standards of behavior, positive social interactions, active engagement in year three, an evaluator will have completed a formal observation learning and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementself- motivation.

Evaluation Procedure. Beginning teachers A. Every teacher shall receive a written formal observation by the administration per Education Code 44664. B. Every permanent employee shall be evaluated by the administration, in writing, every three years if they meet District Standards with the following exception: (A permanent employee will be assigned a mentor as per Iowa code 284.5. At no time should evaluated in two consecutive years if the mentor be required to provide information summary evaluation for the first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of the Superintendent.) C. Every temporary and probationary teacher shall be evaluated by the administration, in writing at least once each school year. D. A complete assessment sequence shall include a pre-observation conference between the evaluator regarding and the evaluation of his/her mentee. Within six weeks after teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. E. After the beginning of each school year, each principal shall prepare and distribute to the administrative faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. F. At the beginning of the school year, each principal shall acquaint prepare a projected assessment calendar listing the names of the teachers with the evaluation procedures to be observed and the month that they can anticipate being observed. Teachers in their first or second year (This calendar will serve as a guide only and can be revised and redistributed at the beginning of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year any month at the discretion of the evaluator as per Code of Iowa 284.8(2principal). Teachers in Tier 1 The principal will issue individual notices as to approximate formal observation dates. ▇. ▇▇▇▇▇ to making an observation which is part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be involved in a minimum based. There may be discussion of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant circumstances affecting the employee ability to teaching standards approved by the Legislature shall be evaluated using positively on these elements such as the same methods as in Tier 1educational capabilities of the learners, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted availability of support personnel and the appropriateness of the learning environment. H. No later than five (5) work days after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal pre-observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsmake an observation of the employee’s performance. I. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the preparation of a written report. The evaluator may formally observe should schedule and hold a post-observation supervisory conference with the teacherteacher as soon as mutually convenient, at any time but no later than five work days after the evaluator determinesobservation was made. ▇. Within fifteen (15) school ten work days of after the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator shall prepare and submit to the employee shall meet to discuss the summative written evaluation within three (3) weeks teacher a copy of the submission Written Classroom Performance Report (WCPR). Teachers having non-classroom assignments should receive a copy of any formal observation. In year three the Written Performance Report (3WPR). K. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving either the WCPR or the WPR, the teacher shall provide evidence to evaluator must schedule and hold such a conference within a period of ten work days after the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end teacher’s receipt of the first semester in year three, an evaluator will written report. The teacher has the right to have completed a representative present at this conference. L. Each evaluation shall be based upon one formal observation and will then request artifacts as evidence of completion of a mutually agreed upon complete lesson. At least two (2) follow-up formal observations shall take place prior to any standards or criteriaunsatisfactory summary conclusion being included in the summary evaluation. These artifacts A teacher will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had granted a reflective discussion on each standard, including evidence or records third follow-up observation upon request of the teacher’s progress. M. If a “need for improvement” or an “unsatisfactory performance” is indicated by the evaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee’s performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance ▇▇▇ also include release time for the employee to visit and observe similar classes in his/her own school or in other schools as approved by the principal. N. Evaluations shall not include the use of publisher norms established as a result of standardized tests. O. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. P. All statements on the written classroom performance reports, the written performance reports, and/or the summary evaluations shall relate to job performance. Q. The teacher with shall have the right to submit a written review and the three-year summative review. All dates may be extended by mutual agreement.response within five

Evaluation Procedure. Beginning teachers will be assigned a mentor as per Iowa code 284.5. At no time should the mentor be required to provide information to the evaluator regarding the evaluation of hisA. Every non-permanent and Preschool/her mentee. Within six weeks after the beginning of each school year, the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Headstart Program Teachers in their first or second year of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as by such employee's evaluator in Tier 1, writing at least one time once each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted after the comprehensive evaluation in school year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator determines. Within fifteen no later than sixty (1560) school calendar days of the classroom formal observation(s), the person making the observation and the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator and the employee shall meet to discuss the summative written evaluation within three (3) weeks of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior prior to the end of the employee’s instructional year. (See Article XXV for Continuous School Program [CSP] language). Such employee shall have his/her first semester formal classroom observation prior to Winter Recess. B. Every permanent employee shall be evaluated by such employee's evaluator in writing at least every other year threeno later than thirty (30) calendar days prior to the end of the employee’s instructional year. (See Article XXV for CSP language). Permanent employees remaining in the same general assignment and receiving a meets or exceeds standards of performance evaluation one year shall not normally be evaluated in the succeeding year. Such an employee may be scheduled for evaluation based upon justifiable reason(s) communicated to the employee in writing. C. By mutual agreement between the employee and the evaluator, the employee may be evaluated once every five years (5) if the employee meets all of the following criteria: 1. The employee must have obtained permanent status as a certificated employee in Riverside Unified School District; 2. The employee must have been employed as a certificated employee in the Riverside Unified School District for at least ten (10) years; 3. The employees most recent evaluation has been rated meets or exceeds standards of performance; 4. If the employee teaches in a core academic subject area as defined by the No Child Left Behind (NCLB) Act, the employee must be identified as a Highly Qualified Teacher (HQT) in the subjects taught. The evaluator or the employee may withdraw consent of this agreement prior to the date designated for the identification of the primary evaluator of the employee. Withdrawal of consent in accordance with this Article is not subject to the grievance process. D. At any time an evaluator will have completed a formal observation and will then request artifacts as evidence believes the employee's performance does not meet standards of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progressperformance, the evaluator shall notify the employee in writing of such fact, describe the nature of the performance, make specific recommendations for improvement, provide for classroom observation if applicable, and allow sufficient time for improvement. The evaluator shall meet with the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementemployee if such request is made.

Evaluation Procedure. Beginning teachers will be assigned a mentor as per Iowa code 284.5A. An evaluation is derived from input and feedback regarding performance. At no time should the mentor be required to provide information This may include formal and informal observations, memos and other forms of direct contact relating to the five major performance areas that the supervisor has discussed with the teacher as possibly being included in the evaluation. According to the ▇▇▇▇▇ Act, (▇.▇. 44664) “Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis, as follows: 1) at least once each school year for probationary and temporary personnel, 2) the first year of permanent status 3) at least every other year for personnel with permanent status, and 4) at least every five years for personnel with permanent status who have been employed at least ten years with the school district, are highly qualified, as defined in 20 U.S.C. Sec 7801, and whose previous evaluation rated the employee as meeting standards, if the evaluator and the certificated employee being evaluated agree. The certificated employee may withdraw consent at any time.” 1) An exception would be a permanent employee evaluated in two consecutive years if the summary evaluation for the first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of the Superintendent. B. Every temporary and probationary teacher shall be evaluated by the administration, in writing, at least once each school year. However, this requirement shall not affect the District’s statutory rights regarding re- employment and/or re-election to employment of temporary and probationary employees. C. A complete assessment sequence shall include a pre-observation conference between the evaluation of his/her mentee. Within six weeks after evaluator and the teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. D. At the beginning of each school year, the administrative principal shall prepare and distribute to the faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. E. Each school year, the principal shall acquaint prepare and distribute a projected assessment calendar listing the names of the teachers with the evaluation procedures to be observed and the month that they can anticipate being observed, no later than October 1st. Teachers in their first or second year (The calendar will serve as a guide only and can be revised and redistributed at the beginning of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year any month at the discretion of the evaluator as per Code of Iowa 284.8(2principal). Teachers in Tier 1 The principal will issue individual notices as to approximate formal observation dates. ▇. ▇▇▇▇▇ to making a formal observation which is part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be involved in a minimum based. There may be discussion of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant circumstances affecting the employee ability to teaching standards approved by the Legislature shall be evaluated using positively on these elements, such as the same methods as in Tier 1educational capabilities of the learners, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted availability of support personnel and the appropriateness of the learning environment. G. No later than five (5) school days after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal pre-observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsmake an observation of the employee's performance. ▇. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the preparation of a written report. The evaluator may formally observe should schedule and hold a post-observation supervisory conference with the teacherteacher as soon as mutually convenient, at any time the evaluator determines. Within fifteen (15) but no later than five school days of the classroom formal observation(s), the person making after the observation and was made. I. Within ten school days after the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator shall prepare and submit to the employee teacher a copy of the Classroom Observation Report, Appendix E. Teachers having non-classroom assignments should receive a copy of the same form. ▇. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving the Classroom Observation Reports, the evaluator must schedule and hold such a conference within a period of ten school days. The teacher has the right to have a representative present at this conference. K. Each evaluation shall meet to discuss the summative written evaluation within be based upon at least one observation, lasting 35 minutes. At least three (3) weeks of 35-minute follow-up formal observations shall take place prior to any unsatisfactory summary conclusion being included in the submission of any formal observation. In year three (3)Summary Evaluation Form, the teacher shall provide evidence to the teaching standards approved Appendix F. L. If a need for improvement is indicated by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progressevaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee's performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance may also include released time for the employee to visit and observe similar classes in his/her own school or in other schools as approved by the principal. M. Evaluations shall not include the use of publisher norms established as a result of standardized tests. N. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. O. All statements on the written classroom performance reports, the written performance reports, and or the summary evaluations shall relate to job performance. P. The teacher with shall have the right to submit a written review and the three-year summative review. All dates may be extended by mutual agreement.response within ten

Evaluation Procedure. Beginning teachers A. Every teacher shall receive a written formal observation by the administration per Education Code 44664. B. Every permanent employee shall be evaluated by the administration, in writing, every three years if they meet District Standards with the following exception: (A permanent employee will be assigned a mentor as per Iowa code 284.5. At no time should evaluated in two consecutive years if the mentor be required to provide information summary evaluation for the first year was unsatisfactory or for just and sufficient cause and subject to the prior approval of the Superintendent.) C. Every temporary and probationary teacher shall be evaluated by the administration, in writing at least once each school year. D. A complete assessment sequence shall include a pre-observation conference between the evaluator regarding and the evaluation of his/her mentee. Within six weeks after teacher, a classroom observation, a written classroom performance report, and a post- observation supervisory conference in which the teacher has an opportunity to obtain clarification and feedback from the evaluator. E. After the beginning of each school year, each principal shall prepare and distribute to the administrative faculty a written document outlining his/her general expectations for classroom teachers. In addition, he/she should review and disseminate job descriptions for all certificated staff not having classroom assignments. F. At the beginning of the school year, each principal shall acquaint prepare a projected assessment calendar listing the names of the teachers with the evaluation procedures to be observed and the month that they can anticipate being observed. Teachers in their first or second year (This calendar will serve as a guide only and can be revised and redistributed at the beginning of the profession and who hold an initial license shall be considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal observations and minimum of three walkthroughs. At least one of the formal observations shall also include a pre-observation conference and post-observation conference between the evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year any month at the discretion of the evaluator as per Code of Iowa 284.8(2principal). Teachers in Tier 1 The principal will issue individual notices as to approximate formal observation dates. G. Prior to making an observation which is part of an assessment sequence, the responsible administrator shall conduct an individual pre-observation conference with the employee involved. This conference should focus on the elements upon which the evaluation is to be involved in a minimum based. There may be discussion of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant circumstances affecting the employee ability to teaching standards approved by the Legislature shall be evaluated using positively on these elements such as the same methods as in Tier 1educational capabilities of the learners, at least one time each year. Each teacher in Tier 1 shall be required to develop an individual career development plan. This plan will be submitted availability of support personnel and the appropriateness of the learning environment. H. No later than five (5) work days after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal pre-observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned with the district’s comprehensive school improvement plan. During the first two years of the cycle, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycle, the evaluator shall conduct walkthroughsmake an observation of the employee’s performance. I. A post conference will be held to provide the teachers an opportunity to receive supervisory feedback prior to the preparation of a written report. The evaluator may formally observe should schedule and hold a post-observation supervisory conference with the teacherteacher as soon as mutually convenient, at any time the evaluator determines. Within fifteen (15) school but no later than five work days of the classroom formal observation(s), the person making after the observation and was made. J. Within ten work days after the teacher being evaluated shall meet to discuss the observation(s). The evaluator shall hold a summative observation a minimum of at least one time in year three of the cycle. The summative observation(s) shall include a pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent to the summative formal observation, the evaluator shall prepare and submit to the employee shall meet to discuss the summative written evaluation within three (3) weeks teacher a copy of the submission Written Classroom Performance Report (WCPR). Teachers having non-classroom assignments should receive a copy of any formal observation. In year three the Written Performance Report (3WPR). K. If the teacher requests an opportunity to have a post-observation supervisory conference after receiving either the WCPR or the WPR, the teacher shall provide evidence to evaluator must schedule and hold such a conference within a period of ten work days after the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end teacher’s receipt of the first semester in year three, an evaluator will written report. The teacher has the right to have completed a representative present at this conference. L. Each evaluation shall be based upon one formal observation and will then request artifacts as evidence of completion of a mutually agreed upon complete lesson. At least two (2) follow-up formal observations shall take place prior to any standards or criteriaunsatisfactory summary conclusion being included in the summary evaluation. These artifacts A teacher will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had granted a reflective discussion on each standard, including evidence or records third follow-up observation upon request of the teacher’s progress. M. If a “need for improvement” or an “unsatisfactory performance” is indicated by the evaluator, the evaluator shall provide affirmative assistance in an effort to improve the employee’s performance. Such assistance shall include a demonstration lesson and a supply of the appropriate resource materials or people, if requested. This assistance may also include release time for the employee to visit and observe similar classes in his/her own school or in other schools as approved by the principal. N. Evaluations shall not include the use of publisher norms established as a result of standardized tests. O. Employees who have no assigned classroom responsibilities should be evaluated in terms of their effectiveness in fulfilling role expectations as outlined in job descriptions disseminated by the District Office or developed at the site. P. All statements on the written classroom performance reports, the written performance reports, and/or the summary evaluations shall relate to job performance. Q. The teacher with shall have the right to submit a written review and the three-year summative review. All dates may be extended by mutual agreement.response within five

Evaluation Procedure. Beginning teachers will The Evaluation Policy adopted by the Board shall be assigned a mentor as per Iowa code 284.5in compliance with Ohio Revised Code, Section 3319.111. At no time should The evaluation procedures set forth in this agreement shall supersede and take the mentor be required to provide information to the evaluator regarding place of the evaluation of his/her mentee. Within six weeks after procedure in the beginning of each Ohio Revised Code. a. Each limited contract teacher shall be formally evaluated at least once during the school year, . Each limited contract teacher eligible for contract renewal the administrative staff shall acquaint the teachers with the evaluation procedures to be observed. Teachers in their first or second following school year of the profession and who hold an initial license shall be considered Tier 1 teachersformally evaluated at least twice during the school year. The cycle for Tier first evaluation shall be prior to December 1 and the teacher being evaluated shall receive the written evaluation form not later than December 10. The second evaluation shall be conducted and completed between the 10th day of February and the 1st day of April, and the teacher being evaluated shall receive the written evaluation form not later than the 10th day of April. b. Each formal evaluation shall consist of both formal the following: ▪ 1st Evaluation (September to December 1st) – hold pre-conference, announced ½ hour observation, hold post-conference within 10 days of observation. The first evaluation will focus on domains a, b, c & d. ▪ 2nd Evaluation (February 10th-April 1st) – unannounced ½ hour observation, hold post-conference within 10 days of observation. The second evaluation will focus on domains b & c unless a deficiency in domain a and/or d was noted in the first evaluation. ▪ Other observations as needed. 1) Both the teacher and informal observations, initiated evaluator must fill out and sign the Teacher Evaluation Form indicating the time the observation began and the time the observation ended. 2) Notes of the classroom observation shall be kept by the evaluator. A copy of such notes shall be given to the teacher, if requested. c. The teacher shall receive a written copy of the evaluation. The written evaluation shall only contain comments documented by the individual(s) performing the observation. Both the teacher and evaluator shall conduct a minimum of three formal observations sign and minimum of three walkthroughsdate the evaluation form. At least one of the formal observations shall also include a pre-observation conference The teacher’s signature indicates only that he/she has received and post-observation conference between the evaluator read such form and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the discretion of the evaluator as per Code of Iowa 284.8(2). Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review includes submission of a portfolio. A teacher in their third year of probation pursuant to teaching standards approved by the Legislature shall be evaluated using the same methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to develop is not necessarily an individual career development plan. This plan will be submitted after the comprehensive evaluation in year two. Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3. Teachers who have successfully completed a probationary period in another district and who have received a standard teaching license are considered career teachers and shall be evaluated at least one time in their first year of employment in the district. This evaluation will include a minimum of one formal observation with pre and post conference. Career teachers new to the district will undergo a comprehensive review with a portfolio in year two of employment. Each teacher in Tier 2 shall be required to develop an individual career development plan every three years. This plan may be a 1, 2, or 3 year plan and may be reviewed and revised annually with collaboration of the evaluator. Career teachers new to the district will submit a career development plan to begin their second year. During year one of the cycle, each staff member shall create an individual career development plan which shall reflect continuing professional growth in the areas of the teaching standards approved by the Legislature and be aligned indication that he/she agrees with the district’s comprehensive school improvement plan. During the first two years of the cycleevaluation, comments, and ratings. d. If, during an observation, the evaluator and teachers shall meet and discuss the progress of the teacher on the Individual Professional Development Plan and on the teaching standards approved by the Legislature. Each year of the three-year cycledetermines a deficiency exists, the evaluator shall conduct walkthroughsprovide the unit member with specific written recommendations and the means to make improvements. However, for the deficiency to exist it must be documented by the individual(s) performing the observation. If the evaluator marks a basic rating, the evaluator will include comments aimed at improvements. The evaluator may formally observe shall meet with the teacher, at any time the evaluator determines. Within unit member within fifteen (15) school days to discuss any deficiencies and the recommendations for improvement. e. Grievances related to evaluations shall be limited to the procedures and shall not be filed over the professional judgment of an evaluator unless the classroom formal observation(s)evaluation contains comments not documented by the individual(s) performing the observation. f. As the District curriculum is aligned with state and federal requirements, teachers shall be responsible to teach the aligned curriculum. g. Generally, the person making conducting an observation will be the observation and the teacher being evaluated shall meet to discuss the observation(s)principal or assistant principal. The evaluator shall hold a summative observation a minimum of at least one time in year three In case of the cycle. The summative observation(s) shall include a special needs pre-observation and a post- observation conference and shall occur by December 1st of year three. Subsequent school, the administrator assigned to the summative formal observationpre-school will conduct observations and interviews. If such an administrator is not a principal or assistant principal, the evaluator and Association President will be notified in writing prior to the employee shall meet to discuss the summative written evaluation within three (3) weeks beginning of the submission of any formal observation. In year three (3), the teacher shall provide evidence to the teaching standards approved by the legislature. This evidence may include artifacts or anecdotal records whichever the evaluator requests. Prior to the end of the first semester in year three, an evaluator will have completed a formal observation and will then request artifacts as evidence of completion of any standards or criteria. These artifacts will be due to the evaluator prior to March 1st, and the summative conference will occur prior to April 15. In year three, the completion of the Individual Professional Development Plan will occur. After the teacher and evaluator have had a reflective discussion on each standard, including evidence or records of the teacher’s progress, the evaluator shall provide the teacher with a written review and the three-year summative review. All dates may be extended by mutual agreementupcoming school year.