Common use of Summative Assessment Clause in Contracts

Summative Assessment. No later than May 15th, the teacher and evaluator shall meet to discuss the teacher's final summative score. This conference will include a review of the evidence gathered including formal and informal observations, artifacts, student growth data, professional contributions, impacts on learning, and other ancillary evidence. Multiple measures of student growth must be used in the evaluation process and such measure may include classroom• based, school-based, District-based and state-based tools. The final summative score will be based on the alignment of evidence gathered based on the CEL'S SD+ and State Student Growth rubrics. The teacher will sign two (2) copies of the evaluation to indicate receipt. The signature of the teacher does not imply that the employee agrees with its contents, only that he or she has read it. The teacher may attach any written comments or rebuttal to the final annual evaluation report no later than June 15th . If the teacher's overall final summative rating is below Proficient, the evaluator will use the evidence as provided by the teacher as an explanation for the Unsatisfactory or Basic rating. When appropriate, a lack of evidence as required in the rubrics may also be used in such an explanation. In the case of a "basic" or "unsatisfactory" rating, the teacher and evaluator shall meet prior to the end of the school year or at the beginning of the following school year to determine what support would best serve the teacher. If a teacher disagrees with the evaluator's overall summative performance rating, the evaluator's rating shall be recorded and the teacher may attach any written comments or rebuttal as outlined above. All continuing contract employees receiving an annual, final summative performance rating below level 3, Proficient, shall be given additional support by the District. Such support may include, but not be limited to, paid in-service training, release time to observe colleagues, assignment of a coach/mentor; additional, focused professional development resources, professional growth opportunities, and guided growth plans, etc. Any teacher whose performance has been judged unsatisfactory may be placed on a program for improvement any time after October 15.

Summative Assessment. No later than May 15th, the teacher and evaluator shall meet to discuss the teacher's final summative score. This conference will include a review of the evidence gathered including formal and informal observations, artifacts, student growth data, professional contributions, impacts on learning, and other ancillary evidence. Multiple measures of student growth must be used in the evaluation process and such measure may include classroom• classroom- based, school-based, District-based and state-based tools. The final summative score will be based on the alignment of evidence gathered based on the CEL'S SD+ and State Student Growth rubrics. The teacher will sign two (2) copies of the evaluation to indicate receipt. The signature of the teacher does not imply that the employee agrees with its contents, only that he or she has read it. The teacher may attach any written comments or rebuttal to the final annual evaluation report no later than June 15th . If the teacher's overall final summative rating is below Proficient, the evaluator will use the evidence as provided by the teacher as an explanation for the Unsatisfactory or Basic rating. When appropriate, a lack of evidence as required in the rubrics may also be used in such an explanation. In the case of a "basic" or "unsatisfactory" rating, the teacher and evaluator shall meet prior to the end of the school year or at the beginning of the following school year to determine what support would best serve the teacher. If a teacher disagrees with the evaluator's overall summative performance rating, the evaluator's rating shall be recorded and the teacher may attach any written comments or rebuttal as outlined above. All continuing contract employees receiving an annual, final summative performance rating below level 3, Proficient, shall be given additional support by the District. Such support may include, but not be limited to, paid in-service training, release time to observe colleagues, assignment of a coach/mentor; additional, focused professional development resources, professional growth opportunities, and guided growth plans, etc. Any teacher whose performance has been judged unsatisfactory may be placed on a program for improvement any time after October 15.