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Vol 10 issue 2 Vol 10 issue 2 Document Transcript

  • WOODLAND UNITED V O L U M E 1 0 I S S U E 2 N O V E M B E R 2 0 1 1 Evaluation Rating Categories As of September 1, 2012, there will be 4 rating categories used in teacher evaluations. TheINSIDE district’s current three ratings: excellent, satisfactory and unsatisfactory, will be replaced withT HI S four rating categories. The four new rating categories: excellent, proficient needsI S S UE : improvement, and unsatisfactory will be a mixture of old and new descriptors that will be part of the evaluation rubric. As the current evaluation rubric already has two of the newly required four rating categories, and one category might be considered a name change, the anticipated changes seem minimal. The fourth category, needs improvement, will take timeEvaluation 1 and effort to decide on its descriptors for the rubric. The other categories will also need to beRatingCategories tweaked to ensure there is a clear distinction between the rating categories. A joint committee of Union members and administration will accomplish this hard work. Tenured teachers who receive “unsatisfactory” or “needs improvement” on their summative must be evaluated at least once in the year following the receipt of such a rating. Additionally, tenured teachersHonorable 2-3Dismissals/ who receive a “needs improvement” rating will have a professional development plan createdLayoffs and by the evaluator, in consultation with the tenured teacher, within 30 school days afterRecalls receiving that rating. The plan must take into account the teacher’s ongoing professional responsibilities directed to the areas that need improvement and any supports that the district will provide to address the areas identified as needing improvement. Tenured teachers whoNegotiations 4 receive an “unsatisfactory” summative rating must have a mid-point and final evaluation during the remediation. Also, these teachers will be provided with a written copy of the evaluations and ratings, in which any deficiencies in performance and recommendations for correction are identified. This material must be provided to and discussed with the teacher within 10 school days after the date of the evaluation unless the contract states an applicable agreement to the contrary. All other tenured teachers will continue to be evaluated at least every two years. Non-tenured teachers will continue to be evaluated every year. Remember, all evaluators now must go through state approved training and be pre-qualified by September 1, 2012. Even with all of these changes, the union maintains the right to bargain the evaluation process in cooperation with the district as long as it meets the standards of the state’s school code.
  • PAGE 2 Honorable Dismissals/Layoffs and Recalls A RIF, according to Senate Bill 7, will now be referred to as honorable dismissals or layoffs in the new law, which also makes up two completely new sections of the School Code. Teachers who are honorably dismissed still must receive a written notice either via certified mail or personal delivery 45 days prior to the end of the school term. This notice must include a statement of honorable dismissal and the reason for such. No longer will honorable dismissals or layoffs be completely determined by seniority, instead they will be based on an “honorable dismissal list” categorized by positions and the four groupings of teachers qualified to“No longer hold positions. The four groupings will be described below.will honorabledismissals orlayoffs be Group 1: This group includes any non-tenured teacher who has notcompletely received a performance evaluation (summative) rating as of February 1 ofdetermined by the year in which the written layoff notice would be provided to the teacher.seniority, A teacher in this group can be moved to another group if they receive aninstead they evaluation after February 1st but before the 45 days prior to the end of thewill be basedon an year. Teachers in this group are honorably dismissed before any otherhonorable group and the sequence of dismissal is at the discretion of the schooldismissal list” district. Group 2: This group includes each teacher with a “needs improvement” or “unsatisfactory” performance on either of the teacher’s last two performance evaluations (summative). For each teacher in Group 2, an average must be calculated from the two most recent summatives, if applicable, or the last performance evaluation or rating if only one is available. Teachers in this group are dismissed after Group 1 but before teachers in Group 3 and 4. Teachers with the lowest average are dismissed first. Should there be a tie amongst the average ratings of the teachers in the group, the teacher with less seniority is dismissed first.WOODLAND UNITED
  • VOLUME 10 ISSUE 2 PAGE 3Honorable Dismissals/Layoffs and Recalls - continuedGroup 3: This group includes each teacher with at least a “satisfactory” or “proficient” onboth of the teacher’s last two summative ratings if they are available or on the teacher’slast summative if only one rating is available. The teacher with the least amount ofseniority is dismissed first. Teachers in this group are dismissed after teachers in Group 1and 2 but before teachers in Group 4. This group has recall rights.Group 4: This group includes the highest performing teachers as defined by the jointcommittee. Otherwise, any teacher whose last two summatives are “excellent” and anyteacher with two “excellent” summative ratings out of their last three summatives with athird summative rating of “satisfactory” or “proficient”. This group is the last to bedismissed in order of least seniority. An alternative definition can be bargained for thisgroup but may not permit the inclusion of a teacher with a “needs improvement” or“unsatisfactory” summative rating on either of the teacher’s last two summatives. A list of teachers categorized into one or more positions for which they are legally qualified to hold and any other qualifications established by the district in a job description that may exist must be compiled by May 10 of any school year prior to a school year during which a layoff might occur. Since a teacher’s certification(s) and/or endorsements could impact which positions one is qualified to hold, it is very important that all staff make sure that their information is up todate with the Human Resource Department. The Joint Committee, composed of equalnumbers of representatives selected by the Administration and the Union, will have theability to come to agreements regarding the groupings. The agreements can only be madeon matters permitted under the law and must be by a majority vote off all the committeemembers.
  • Negotiations Update PAGE 4 The negotiation team This team was then an eye out for emails has been formed. approved by your from the council Returning members to Woodland Executive president so you don’t the team include Kate Council. The team miss crucial Jones from Primary, has met a couple of information. Darlene Lipczynski times to work on a Specifically, look for from Elementary new initial survey for “SURVEY” in the West, Bridget Hengels all of our members to subject heading as that from Intermediate, complete. This year will indicate a survey Tim Bagby from we are planning on is ready for the staff to“It will be Transportation along using a new survey complete. Pleaseimportant forevery staff with the President, tool: Survey Monkey. don’t delete thesemember to Peter Lasko from We will use Survey emails until after youkeep an eye Elementary East and Monkey for our initial have read themout for emails the Vice Presidents survey as well as any carefully forfrom the Leslie Newman from other surveys the team important informationcouncil Elementary East and feels are necessary and you havepresident so Sharon Anday from during the completed the survey.you don’t Middle School. A negotiations process. The survey(s) is a waymiss crucial couple of new The information will for the negotiationinformation” members will also be only be sent to staff team to gather joining the team. members and not important data and to They are Karen administration. The get your valuable Barret, a reading technology input in order to make interventionist, from department is putting sure the team is Intermediate and together a staff only representing your Claudia Micheals, a group. It will be interests during support staff member, important for every negotiations. from Middle School. staff member to keep WOODLAND UNITED