TEACHER PERFORMANCE EVALUATION Clause Samples

The Teacher Performance Evaluation clause establishes the procedures and criteria for assessing a teacher’s effectiveness and job performance. Typically, this clause outlines the methods of evaluation, such as classroom observations, student feedback, or review of lesson plans, and may specify the frequency and responsible parties for conducting evaluations. Its core practical function is to ensure accountability and support professional development by providing a structured process for measuring and improving teaching quality.
TEACHER PERFORMANCE EVALUATION. The Board shall ensure that the Pueblo District 60 written teacher performance evaluation system is in compliance with Colorado State Law, The Pueblo District 60 Educator Effectiveness Handbook, applicable timelines, Colorado Department of Education Guidelines, and this Article. A written copy of these procedures and forms shall be posted annually on the District web site by September 30 each year.
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TEACHER PERFORMANCE EVALUATION. 16-1 The Board shall ensure that the Pueblo District 60 written teacher performance evaluation system is in compliance with Colorado State Law, The Pueblo District 60 Educator Effectiveness Handbook, applicable timelines, Colorado Department of Education Guidelines, and this Article. A written copy of these procedures and forms shall be posted annually on the District web site by September 30 each year. 16-2 All teachers shall be evaluated annually in compliance with this Article. 16-3 Consistent with the state law, the purpose of the evaluation system shall be to ensure that all licensed personnel are evaluated using multiple, fair, transparent, timely, rigorous, and valid methods; ensure that all licensed personnel receive adequate opportunity to improve their effectiveness; provide a basis for the improvement of instruction, enhance implementation of programs, provide documentation for unsatisfactory performance and serve as a measure of the professional growth and development of licensed personnel. The steps of the formal evaluation process will be followed by the administration. Only those evaluation forms approved by the Board of Education in consult with the advisory School District Performance Evaluation Council/ HB 1338 Committee shall be used. 16-4 Evaluation of teachers shall be based on the Colorado Model Evaluation System. The evaluation shall be conducted so as to observe the legal and constitutional rights of teacher personnel, and no evaluation information shall be gathered by electronic devices without the prior written consent of the teacher. No informality in any evaluation or in the manner of making or recording any evaluation shall invalidate such evaluation. ▇▇-▇ ▇▇▇ ▇▇▇▇▇▇▇▇ shall impanel an Advisory School District Performance Evaluation Council/HB 1338 Committee of between five (5) and ten (10) members which shall include a minimum of two (2) teachers, one (1) administrator, one (1) principal from the District, one (1) resident of the District who is a parent of a child within the District, and one (1) resident of the district who is not a parent of a child within the District. The council shall perform all of the duties required by the Educator Effectiveness Act. This council shall meet as required by statute or more often as needed and minutes of each meeting shall be provided to all HB1338 committee members. 16-6 Evaluation reports and all public records used in preparing the evaluation report shall be exempt from public inspect...
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TEACHER PERFORMANCE EVALUATION. This language is intended only as a summary of Board policy 3220, the portions referring specifically to teachers as defined
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TEACHER PERFORMANCE EVALUATION. 1. The purpose of supervision and evaluation is to promote and reinforce good instruction. 2. A teacher evaluation may be conducted at any time but it is expected that a teacher new to the district will be evaluated in their first year of employment and other teachers at least once every five years. A teacher who has more than one year's teaching experience with the district shall be notified, in writing, by no later than October 31 (except pursuant to School Regulations 5.2 and 6.4 or Article C.22 (Dismissal for Teaching Performance)), if an evaluation is to be done in that school year. 3. The evaluator shall be an administrative officer from the school to which the teacher is assigned, a district administrative officer, or a Superintendent of Schools. Except where Article E.
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TEACHER PERFORMANCE EVALUATION. The Board shall develop a written teacher performance evaluation system in compliance with the “Certified Personnel Performance Evaluation Act,” School District 60 Procedures for Teacher Appraisal, Colorado Department of Education Guidelines, and this Article. A written copy of these procedures and forms shall be posted on the District web site by September 30 each year.
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TEACHER PERFORMANCE EVALUATION. The parties agree that only procedural items in the Teacher Performance Evaluation are subject to the Grievance Procedure. In partnership with families and community, Zion Elementary School District 6 strives for educational excellence for every child in every classroom by providing a dynamic educational system in which learners actively participate, staff are caring, ethical and highly competent, and innovative instruction meets the diverse needs of students. In keeping with the vision of the Zion Elementary School District 6, the Zion Elementary Schools are committed to providing a superior education for the youth of Zion. To meet this commitment District 6 must have an effective program of evaluation. To be effective, evaluation must contribute to continuous improvement. Evaluation must provide the needed data to identify and implement appropriate instructional programs and techniques so that all students can succeed. The evaluation of job performance in the school setting will contribute to the advancement of District goals, District beliefs and each School Improvement Plan. Furthermore, evaluation will lead to the goal of No Child Left Behind. The District 6 Evaluation Plan for Teachers is the result of a collaborative effort of the District 6 Board of Education and administration, with the Zion Education Association to provide for “Excellence without Exception” for the children within our community. One of the established District 6 goals is that District 6 must establish outstanding staff evaluation processes that truly measure performance in an objective and student-centered manner. Staff development that corresponds to these evaluative processes is also essential to individuals, schools, and the district as a whole. We realize that the daily work which our teachers perform is vitally important to the growth of our children in Zion; there is no greater priority than our responsibility to provide for their ongoing development as teachers.
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TEACHER PERFORMANCE EVALUATION 
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Related to TEACHER PERFORMANCE EVALUATION

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

  • CONTRACTOR PERFORMANCE AUDIT The Contractor shall allow the Authorized User to assess Contractor’s performance by providing any materials requested in the Authorized User Agreement (e.g., page load times, response times, uptime, and fail over time). The Authorized User may perform this Contractor performance audit with a third party at its discretion, at the Authorized User’s expense. The Contractor shall perform an independent audit of its Data Centers, at least annually, at Contractor expense. The Contractor will provide a data owner facing audit report upon request by the Authorized User. The Contractor shall identify any confidential, trade secret, or proprietary information in accordance with Appendix B, Section 9(a), Confidential/Trade Secret Materials.

  • Quarterly Contractor Performance Reporting Customers shall complete a Contractor Performance Survey (Exhibit I) for each Contractor on a Quarterly basis. Customers will electronically submit the completed Contractor Performance Survey(s) to the Department Contract Manager no later than the due date indicated in Contract Exhibit D, Section 17, Additional Special Contract Conditions. The completed Contractor Performance Survey(s) will be used by the Department as a performance-reporting tool to measure the performance of Contractors. The Department reserves the right to modify the Contractor Performance Survey document and introduce additional performance-reporting tools as they are developed, including online tools (e.g. tools within MyFloridaMarketPlace or on the Department's website).