Procedures and Requirements. A. The primary purpose of evaluation is the improvement of student learning growth by improving instructional services. Employee‘s shall be evaluated a minimum of one (1) time per year. Information from evaluations may be considered in promotions and termination of personnel. B. The evaluation process shall be both formative and summative. The formative process shall consist of individual classroom or other role-specific observations and artifact evidence pertinent to and the instructional process of employees by administrators and/or principals for the purpose of gathering evaluation evidences. C. Evaluation criteria shall be both general and specific and be made known to the employee by the last workday in August of each year. Employees hired after the last workday in August shall be informed of the evaluation criteria/procedures before their assignment begins. This shall include an explanation and discussion of both the general and specific criteria and the evaluation process and forms, and notification of teacher category status (Category I or Category II). The administrator may utilize a sign off form or provide the information to a group of employees. This provision requires only an explanation and is not intended to incorporate the evaluation process or forms into this Agreement. D. A mid-point evaluation conference shall be held and consist of a meeting between that Category I employee‘s principal and/or administrator and the Category I employee, at which time the observations and other evidences collected to the mid-point of the evaluation cycle shall be discussed. The instructional practice and formative student growth scores will be quantified on a mid-point evaluation to be reviewed and signed by both the principal and/or administrator and the Category I employee. Copies of the mid-point evaluation shall be filed in the employee‘s personnel file and one (1) copy made available to the employee. E. A Mid-point Deliberate Practice Conference will be held between the employee‘s principal and/or administrator and employee for the purpose of discussing and reviewing progress achieved at the mid-point of the evaluation timeline on the deliberate practice growth plan.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Procedures and Requirements. A. The primary purpose of evaluation is the improvement of student learning growth by improving instructional services. Employee‘s shall be evaluated a minimum of one (1) time per year. Information from evaluations may be considered in promotions and termination of personnel.
B. The evaluation process shall be both formative and summative. The formative process shall consist of individual classroom or other role-specific observations and artifact evidence pertinent to and the instructional process of employees by administrators and/or principals for the purpose of gathering evaluation evidences.
C. Evaluation criteria shall be both general and specific and be made known to the employee by the last workday in August of each year. Employees hired after the last workday in August shall be informed of the evaluation criteria/procedures before their assignment begins. This shall include an explanation and discussion of both the general and specific criteria and the evaluation process and forms, and notification of teacher category status (Category I or Category II). The administrator may utilize a sign off form or provide the information to a group of employees. This provision requires only an explanation and is not intended to incorporate the evaluation process or forms into this Agreement.
D. A mid-point evaluation conference shall be held and consist of a meeting between that Category I employee‘s principal and/or administrator and the Category I employee, at which time the observations and other evidences collected to the mid-point of the evaluation cycle shall be discussed. The instructional practice and formative student growth scores will be quantified on a mid-point evaluation to be reviewed and signed by both the principal and/or administrator and the Category I employee. Copies of the mid-point evaluation shall be filed in the employee‘s personnel file and one (1) copy made available to the employee.
E. A Mid-point Deliberate Practice Conference will be held between the employee‘s principal and/or administrator and employee for the purpose of discussing and reviewing progress achieved at the mid-point of the evaluation timeline on the deliberate practice growth plan.
F. The annual Instructional Practice Score Conference shall consist of a meeting between that employee‘s principal and/or administrator and the employee, at which time the observations and artifacts or other evidences collected during the year shall culminate in a final instructional practice score. This score represents a portion of the annual summative evaluation score, and shall be discussed, reviewed and signed by both the principal or administrator and the employee. Copies of the annual instructional practice score shall be filed in the employee‘s personnel record with one copy made available to the employee.
G. The Annual Summative Evaluation Conference shall consist of a meeting between that employee‘s principal and/or administrator and the employee, at which time the Student Growth Score shall culminate in an annual summative evaluation score yielding an overall Highly Effective, Effective, Needs Improvement (Developing for a Category I employee) or Unsatisfactory rating, and shall be discussed, reviewed and signed by both the principal or administrator and the employee. Copies of the annual summative evaluation shall be filed in the employee‘s personnel record with one copy made available to the employee.
H. Sites with multiple administrators trained to conduct the District‘s performance appraisal shall establish a rotation schedule in which no bargaining unit member shall be evaluated by the same administrator for more than two (2) consecutive years. Teachers shall be observed by no less than two (2) site administrators at elementary and three (3) site administrators at secondary per school year. The evaluating administrator shall conduct the formal observation(s). For non-classroom or non-instructional teachers whose evaluators are not school based, no rotation schedule shall be established and those bargaining unit employees shall be evaluated by one (1) administrator trained to conduct the District performance appraisal system.
I. For each and every evaluation conference held, the employee will be provided a copy of the evaluation conference form at the time of signing. The employee‘s signature does not signify agreement. Additional comments may be made by the evaluator or employee and attached to the report with a copy to the Superintendent.
Appears in 1 contract
Sources: Collective Bargaining Agreement