Common use of Yearly Evaluation Clause in Contracts

Yearly Evaluation. a. The performance of all teachers is presumed to be satisfactory until there is evidence to the contrary gathered in accordance with these procedures. b. No later than May 10 of each school year, the teacher's evaluator (building principal or immediate supervisor) shall notify the teacher in writing whether his/her teaching is satisfactory, needs direction or needs improvement. This decision is to be based on the teacher's performance in the school year preceding this notice. (Form D-1 Year-End Status) c. When the evaluator determines that the teacher's performance needs direction or needs improvement, the evaluator will specifically detail in writing the reasons that formed the basis of this conclusion. (Form D-2 Teacher Evaluation Form) d. A conference will be held with the teacher to explain such a determination and the specifics that support it. The teacher will be afforded the right to provide additional information and/or rebuttal. The teacher may have an Association representative present during this process. e. The President of the Association shall be advised of all teachers whom the District intends to evaluate as needs direction or needs improvement prior to holding the above conference. With the teacher’s approval, the President will designate a representative who will be present when the conference is held with the teacher. f. The teacher’s evaluation status may be changed at any time. The teacher may be re-evaluated as needs direction or as needs improvement at times other than the normal notification schedule only if it can be demonstrated that there has been a significant change in performance, or that new evidence has been obtained that was not known to the evaluator prior to the preceding May. If the teacher disagrees with the decision of the evaluator regarding the need to be re-evaluated, the Superintendent will hold a hearing in an attempt to settle the dispute. If the dispute is still not resolved following this hearing, the Association may appeal the decision through the grievance procedure by initiating it at Step 5 - Superintendent’s Level. g. Tenure staff evaluated as needs direction and all staff evaluated as needs improvement will be placed on a performance improvement plan. The administrator will identify up to two (2) areas (domains) of concern within two (2) weeks of the time the teacher is officially notified of a change in evaluation status. The plan will be developed by the administrator with input from the teacher (Form D-5). A plan will contain no more than three (3) components per domain. The intent of this process is for the evaluator to support the improvement of the teacher in a collaborative manner to reach the performance level necessary to be deemed satisfactory.

Yearly Evaluation. a. The performance of all teachers is presumed to be satisfactory until there is evidence to the contrary gathered in accordance with these procedures. b. No later than May 10 of each school year, the teacher's evaluator (building principal or immediate supervisor) shall notify the teacher in writing whether his/her teaching is satisfactory, needs direction or needs improvement. This decision is to be based on the teacher's performance in the school year preceding this notice. (Form D-1 Year-End Status) c. When the evaluator determines that the teacher's performance needs direction or needs improvement, the evaluator will specifically detail in writing the reasons that formed the basis of this conclusion. (Form D-2 Teacher Evaluation Form) d. A conference will be held with the teacher to explain such a determination and the specifics that support it. The teacher will be afforded the right to provide additional information and/or rebuttal. The teacher may have an Association representative present during this process. e. The President of the Association shall be advised of all teachers whom the District district intends to evaluate as needs direction or needs improvement prior to holding the above conference. With the teacher’s approval, the President will designate a representative who will be present when the conference is held with the teacher. f. The teacher’s evaluation status may be changed at any time. The teacher may be re-evaluated as needs direction or as needs improvement at times other than the normal notification schedule only if it can be demonstrated that there has been a significant change in performance, or that new evidence has been obtained that was not known to the evaluator prior to the preceding May. If the teacher disagrees with the decision of the evaluator regarding the need to be re-re- evaluated, the Superintendent will hold a hearing in an attempt to settle the dispute. If the dispute is still not resolved following this hearing, the Association may appeal the decision through the grievance procedure by initiating it at Step 5 - Superintendent’s Level. g. Tenure staff evaluated as needs direction and all staff evaluated as needs improvement will be placed on a performance improvement plan. The administrator will identify up to two (2) areas (domains) of concern within two (2) weeks of the time the teacher is officially notified of a change in evaluation status. The plan will be developed by the administrator with input from the teacher (Form D-5). A plan will contain no more than three (3) components per domain. The intent of this process is for the evaluator to support the improvement of the teacher in a collaborative manner to reach the performance level necessary to be deemed satisfactory.