The new era of tenure and teacher evaluation final 1

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The new era of tenure and teacher evaluation final 1

  1. 2. <ul><li>Based upon end-of-year evaluations, each teacher will be rated as either: </li></ul><ul><li>Highly Effective—(Distinguished) </li></ul><ul><li>Effective—(Proficient) </li></ul><ul><li>Minimally Effective—(Basic) </li></ul><ul><li>Ineffective—(Unsatisfactory ) </li></ul><ul><li>Building Principals and Central Office administration will be rated using the same classifications. </li></ul>
  2. 3. <ul><li>Shall include review of lesson plan. </li></ul><ul><li>Shall include state curriculum being used in lesson. </li></ul><ul><li>Shall include a review of pupil engagement in the lesson. </li></ul><ul><li>Observation does not have to be for the entire class period. </li></ul><ul><li>Multiple observations per year for all teachers. </li></ul>
  3. 4. <ul><li>Teaching staff will be evaluated annually and provided timely and constructive feedback. </li></ul><ul><li>You are to be given ample opportunity for improvement; to include coaching, support and PD. </li></ul>
  4. 5. <ul><li>Each tenured professional is to be formally observed a minimum of two times before the administrator completes the Teacher Summative Evaluation Form . Pending unforeseen circumstances, the observation cycle will be completed by the following dates. </li></ul><ul><li>  </li></ul><ul><li>Observation # Date </li></ul><ul><li> 1 January 15 </li></ul><ul><li> 2 May 15 </li></ul><ul><li>  </li></ul><ul><li>Each tenured professional will receive an annual evaluation. </li></ul><ul><li>The final Teacher Summative Evaluation Form shall be completed by June 1. </li></ul>
  5. 6. <ul><li>Each probationary professional is to be formally observed a minimum of two times before the administrator completes the Teacher Summative Evaluation Form . Pending unforeseen circumstances, the observation cycle will be completed by the following dates. </li></ul><ul><li>Observation # Date </li></ul><ul><li>1 October 15 </li></ul><ul><li>2 May 15 </li></ul><ul><li>The final evaluation shall be completed by June 1. </li></ul><ul><li>  </li></ul>
  6. 7. <ul><li>All probationary teachers shall be given an Individualized Development Plan (IDP) . The purpose of the IDP is to provide the staff member with feedback toward improving their performance. The IDP will be developed by the supervising administrator in consultation with the teacher. </li></ul><ul><li>Tenured teachers receiving an &quot;ineffective&quot; on the Teacher Summative Evaluation Form shall be given an IDP. The purpose of the IDP is to provide the tenured staff member feedback on the needed improvement(s) associated with their teacher performance. The IDP shall be developed by the supervising administrator with input from the teacher. A building administrator may choose to place a teacher on an IDP at any time regardless of evaluation status. </li></ul>
  7. 8. <ul><li>The standard for an overall “ineffective” evaluation is based on the administrator's judgment related to the established framework for effective teaching as described in the rubrics correlated to the four domains. </li></ul><ul><li>Teachers having more than one building assignment will normally be evaluated by the building administrator where the teacher spends the largest portion of the teacher assignment. However, in the event that a teacher with a multiple building assignment is having performance problems in one or more buildings, the supervising administrators of the respective buildings may work collaboratively with the teacher in the evaluation process. </li></ul><ul><li>    </li></ul><ul><li>  </li></ul><ul><li>  </li></ul><ul><li>  </li></ul><ul><li>  </li></ul>
  8. 9. <ul><li>For the annual year-end evaluation for the 2013-2014 school year, at least 25% of the annual year-end evaluation shall be based on student growth and assessment data. </li></ul><ul><li>For the annual year-end evaluation for the 2014-2015 school year, at least 40% of the annual year-end assessment shall be based on student growth and assessment data. </li></ul><ul><li>Beginning with the annual year-end evaluation for the 2015-2016 school year, at least 50% of the annual year-end evaluation shall be based on student growth data. </li></ul>
  9. 10. <ul><li>Student Growth measured by… </li></ul><ul><li>National assessments </li></ul><ul><li>State assessments </li></ul><ul><li>Local assessments </li></ul><ul><li>Other objective criteria </li></ul>
  10. 11. <ul><li>If you are rated as ineffective in 3 consecutive annual year-end evaluations, the school district shall dismiss you from employment . </li></ul>
  11. 12. <ul><li>Beginning in 2015-2016, if a student is assigned to a teacher who has been rated ineffective on the two most recent annual year-end evaluations, the board would have to notify the student’s parent or legal guardian that the student has been assigned to a teacher who has been rated ineffective. This notice would have to be delivered by July 15 before the beginning of the applicable school year and would have to identify the applicable teacher. </li></ul>
  12. 13. <ul><li>If you are rated as highly effective in 3 consecutive annual year-end evaluations, the building administrator may choose to conduct a year-end evaluation biennially. </li></ul>
  13. 14. <ul><li>The performance evaluation system shall include a midyear progress report for a teacher who is in the first year of the probationary period, or who received a rating of minimally effective or ineffective in their most recent annual year-end evaluation. </li></ul>
  14. 17. <ul><li>Individual performance will have to be the majority factor in making the decision, and would have to be based on evidence of student growth (the predominant factor), on pedagogical skills, classroom management abilities, rapport with parents, the ability to withstand the strain of teaching, and teacher attendance and any disciplinary record. </li></ul><ul><li>Significant relevant accomplishments and contributions above the normal expectations and demonstration of exceptional performance. </li></ul><ul><li>Relevant special training and integration of that training in instruction. </li></ul><ul><li>Length of service used as a tie-breaker. </li></ul>
  15. 19. <ul><li>Prohibiting displacement of a probationary teacher rated effective or highly effective solely on the basis of tenure results in a “superseniority” for probationary teachers rated highly effective. </li></ul>
  16. 22. <ul><li>“ Fast Track” provision </li></ul><ul><li>If a teacher has been rated as highly effective on 3 consecutive annual year-end performance evaluations and has completed at least 4 full school years of employment in a probationary period, the teacher shall be considered to have successfully completed the </li></ul><ul><li>probationary period. </li></ul>

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