Common use of IMPROVEMENT OF INSTRUCTION Clause in Contracts

IMPROVEMENT OF INSTRUCTION. A. Tenured Teacher Observation 1. Each tenured teacher shall be apprised in specific terms of the teacher's responsibilities. It shall be a major administrative responsibility to improve instruction through direct observation of the teacher's work, and through providing written summaries of the teacher's work, and through providing written summaries of those observations together with any recommendations the administrator may have for the teacher. The frequency of such observations shall be at the discretion of the administrator, but in no event shall they be of such frequency or duration as to interfere with the normal teaching/learning experience. 2. Following each observation the administrator shall, within five (5) school days, prepare and submit a written report and recommendations, if any, to the teacher. The administrator shall then hold a conference with the teacher for the purpose of clarifying the written report and recommendations. If an administrator believes a teacher is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the teacher is to improve, and of assistance that is to be given by the administrator and other staff members. In subsequent observation reports, failure to again note such unacceptable work shall be interpreted to mean that adequate improvement has taken place. 3. A teacher who disagrees with an observation or recommendation, upon receiving the written report, may within ten (10) school days, submit a written answer which shall be attached to the file copy of the observation in question and/or submit any complaints through the grievance procedure. B. Probationary Teacher Evaluation 1. Every probationary teacher employed for at least one full school year shall have, in each of four years of probation, an Individual and Professional Development Plan (I/PDP) developed and in place by October 1. The instrument set forth in Schedule G shall be used in said action. The I/PDP shall be developed by the appropriate administrator "in consultation" with the teacher and his/her assigned mentor as described in this Agreement. The probationary teacher shall have an annual year-end performance evaluation which must include an assessment of the teacher's progress in meeting the goals of the I/PDP. The annual performance must be based on at least two (2) classroom observations at least 60 days apart. The first observation shall be conducted no later than December 1. The probationary teacher's first district-required evaluation shall take place no later than the conclusion of the first semester. The second observation shall be conducted no sooner than February 15 (60 days after the first observation). The second district- required evaluation shall take place by April 15. Continued probationary or tenure status for the next school year(s) shall be recommended by April 30. C. All teacher evaluations shall be based on the following statement: 1. Evaluation is a continuous process. A copy of the instruments to be used is set forth in Schedule G of this Agreement. The Board shall have the right to use different instruments so long as they are provided to each teacher to be evaluated no later than two (2) weeks following the beginning of the school year. The evaluation tool is designed with the principle that all professionals have strengths and weaknesses. The function of the evaluation tool is to draw to the teacher's attention the areas that are recognized as strengths so that he may maintain them, and to point out areas of improvement so the teacher may grow as a professional. To be rated an average professional is a positive and healthy condition. Failure of the district to comply with the requirements of the State Tenure Act with respect to an individual teacher in a particular school year is conclusive evidence that the teacher's performance for that school year was satisfactory.

IMPROVEMENT OF INSTRUCTION. A. Tenured Teacher Observation 1. Each tenured teacher shall be apprised in specific terms of the teacher's responsibilities. It shall be a major administrative responsibility to improve instruction through direct observation of the teacher's work, and through providing written summaries of the teacher's work, and through providing written summaries of those observations together with any recommendations the administrator may have for the teacher. The frequency of such observations shall be at the discretion of the administrator, but in no event shall they be of such frequency or duration as to interfere with the normal teaching/learning experience. 2. Following each observation the administrator shall, within five (5) school days, prepare and submit a written report and recommendations, if any, to the teacher. The administrator shall then hold a conference with the teacher for the purpose of clarifying the written report and recommendations. If an administrator believes a teacher is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the teacher is to improve, and of assistance that is to be given by the administrator and other staff members. In subsequent observation reports, failure to again note such unacceptable work shall be interpreted to mean that adequate improvement has taken place. 3. A teacher who disagrees with an observation or recommendation, upon receiving the written report, may within ten (10) school days, submit a written answer which shall be attached to the file copy of the observation in question and/or submit any complaints through the grievance procedure. B. Probationary Teacher Evaluation 1. Every probationary teacher employed for at least one full school year shall have, in each of four years of probation, an Individual and Professional Development Plan (I/PDP) developed and in place by October 1. The instrument set forth in Schedule G shall be used in said action. The I/PDP shall be developed by the appropriate administrator "in consultation" with the teacher and his/her assigned mentor as described in this Agreement. The probationary teacher shall have an annual year-end performance evaluation which must include an assessment of the teacher's progress in meeting the goals of the I/PDP. The annual performance must be based on at least two (2) classroom observations at least 60 days apart. The first observation shall be conducted no later than December 1. The probationary teacher's first district-required evaluation shall take place no later than the conclusion of the first semester. The second observation shall be conducted no sooner than February 15 (60 days after the first observation). The second district- required evaluation shall take place by April 15. Continued probationary or tenure status for the next school year(s) shall be recommended by April 30. C. All teacher evaluations shall be based on the following statement: 1. Evaluation is a continuous process. A copy of the instruments to be used is set forth in Schedule G of this Agreement. The Board shall have the right to use different instruments so long as they are provided to each teacher to be evaluated no later than two (2) weeks following the beginning of the school year. The evaluation tool is designed with the principle that all professionals have strengths and weaknesses. The function of the evaluation tool is to draw to the teacher's attention the areas that are recognized as strengths so that he may maintain them, and to point out areas of improvement so the teacher may grow as a professional. To be rated an average professional is a positive and healthy condition. Failure of the district to comply with the requirements of the State Tenure Act with respect to an individual teacher in a particular school year is conclusive evidence that the teacher's ’s performance for that school year was satisfactory.

IMPROVEMENT OF INSTRUCTION. Ongoing negotiations on teacher evaluations and merit pay will be conducted by a committee that will meet as often as needed to develop the evaluation and merit pay process that is mandated by state law. Any final plans developed by the committee shall go into effect when all parts of the educational reform laws are met. Both sides will ratify the final plan. A. Tenured Teacher Observation 1. Each tenured teacher shall be apprised in specific terms of the teacher's responsibilities. It shall be a major administrative responsibility to improve instruction through direct observation of the teacher's work, and through providing written summaries of the teacher's work, and through providing written summaries of those observations together with any recommendations the administrator may have for the teacher. The frequency of such observations shall be at the discretion of the administratoradministrator or as mandated by state law, but in no event shall they be of such frequency or duration as to interfere with the normal teaching/learning experience. 2. Following each observation the administrator shall, within five (5) school days, prepare and submit a written report and recommendations, if any, to the teacher. The administrator shall then hold a conference with the teacher for the purpose of clarifying the written report and recommendations. If an administrator believes a teacher is doing unacceptable work, the reasons therefore shall be set forth in specific terms, as shall identification of the specific ways in which the teacher is to improve, and of assistance that is to be given by the administrator and other staff members. In subsequent observation reports, failure to again note such unacceptable work shall be interpreted to mean that adequate improvement has taken place. 3. A teacher who disagrees with an observation or recommendation, upon receiving the written report, may within ten (10) school days, submit a written answer which shall be attached to the file copy of the observation in question and/or submit any complaints through the grievance procedure. B. Probationary Teacher Evaluation 1. Every probationary teacher employed for at least one full school year shall have, in each of four years of probation, an Individual and Professional Development Plan (I/PDP) developed and in place by October 1. The instrument set forth in Schedule G shall be used in said action. The I/PDP shall be developed by the appropriate administrator "in consultation" with the teacher and his/her assigned mentor as described in this Agreement. The probationary teacher shall have an annual year-end performance evaluation which must include an assessment of the teacher's progress in meeting the goals of the I/PDP. The annual performance must be based on at least two (2) classroom observations at least 60 days apart. The first observation shall be conducted no later than December 1. The probationary teacher's ’s first district-required evaluation shall take place no later than the conclusion of the first semester. The second observation shall be conducted no sooner than February 15 (60 days after the first observation). The second district- required evaluation shall take place by April 15. Continued probationary or tenure status for the next school year(s) shall be recommended by April 30. C. All teacher evaluations shall be based on the following statement: 1. Evaluation is a continuous process. A copy of the instruments to be used is set forth in Schedule G of this Agreement. The Board shall have the right to use different instruments so long as they are provided to each teacher to be evaluated no later than two (2) weeks following the beginning of the school year. The evaluation tool is designed with the principle that all professionals have strengths and weaknesses. The function of the evaluation tool is to draw to the teacher's attention the areas that are recognized as strengths so that he may maintain them, and to point out areas of improvement so the teacher may grow as a professional. To be rated an average professional is a positive and healthy condition. Failure of the district to comply with the requirements of the State Tenure Act with respect to an individual teacher in a particular school year is conclusive evidence that the teacher's ’s performance for that school year was satisfactory.