Certified Staff Evaluation. The Board and the HEA shall meet during the term of this Agreement to discuss changes to the evaluation plan and instrument required by Public Acts 96-0861, 97-008 and 97-0007. The parties recognize that the Performance Evaluation Reform Act (PERA) requires a committee, consisting of equally numbered representation from the Board and HEA be formed to determine how the district will incorporate the use of student data and indicators of student growth as a significant factor in rating teacher performance in evaluation plans. The parties will work together to discuss formation of such a committee and to implement the changes as required by law. Changes to the evaluation plan may be prospective unless otherwise required by any new or existing state laws/mandates.
Certified Staff Evaluation. The Board and the Association agree that the purposes of teacher evaluation are:
Certified Staff Evaluation. Upon implementation of the Performance Evaluation Reform Act (PERA), the provision for certified staff evaluation will be in accordance with statute. Any conflicts within this provision and SB 7 will be superseded by Ed Reform.
Certified Staff Evaluation. The purpose of teacher evaluations is to use fair, objective, and reasonable practices to:
Certified Staff Evaluation. The following evaluation language shall apply only to those certificated staff being evaluated using the OSPI- approved, CEL's SD+ framework.
Certified Staff Evaluation. Xxxxx USD 382 Evaluation Form and Plan of Assistance attached. Adopted during 2001-02 Negotiations Updated during the 2009-10 Negotiations Updated – 2013/14 Negotiations Updated – 2020-21 Negotiations XXXXX UNIFIED SCHOOL DISTRICT NO. 382 TEACHER EVALUATION Purpose of Teacher Evaluation Teacher evaluation is an ongoing process of improving and monitoring instructional effectiveness and overall performance of the teacher by observing instruction, reviewing artifacts of teaching, reviewing evidence of student learning, and establishing professional goals. Summative evaluation is the periodic objective assessment of a teacher’s overall performance. This comprehensive assessment should identify the teacher’s strengths, areas needing improvement and provide direction of continued professional growth and development. Summative evaluations are based on the school district’s performance area competencies, state law, and board of education policies. Evaluation Process • Annually, each teacher shall establish personal goals following the process outlined on the Annual Professional Goal sheet (Appendix A). This instrument is designed as a positive growth instrument and is neither optional nor punitive. • Certified staff in their first two consecutive years of employment will be evaluated twice per year, at least one time in each full semester of employment by no later than the 60th day of school. • Employees in their third and fourth years must be evaluated at least one time per year no later than the 15th of February. • After the fourth year, employees will be evaluated at least once every three years and by February 15 of the school year in which the employee is being evaluated. • The supervising administrator will schedule a pre-observation conference with the teacher in order to discuss the objectives planned during the observation, specific professional goals, and areas that either party has targeted for assistance. This pre-conference and the annual goal-setting conference may be conducted concurrently. • The administrator shall observe the teacher following the pre-observation conference. This observation shall not preclude other informal observations of the teacher. • Following the observation, the administrator shall schedule an evaluation conference with the teacher. The teacher may bring a self-evaluation or other documentation (student/parent surveys, portfolios, peer observation data, etc.) to the conference if desired. They may be attached to the superv...
Certified Staff Evaluation. 24 A Annual Notification 24 B Evaluation of Tenured Certified Staff Members 24 C Evaluation of Non-Tenured Certified Staff Members 25 D Informal Evaluation 26 E Procedure for Records 26 F Ratings 26 ARTICLE VII 26 GRIEVANCE PROCEDURE 26 A Definitions 26 B Procedure 26 ARTICLE VIII 28 TERM OF AGREEMENT 28 A Scope 28 B Management Rights 28 C No Strike Clause 28 D Duration 28 E Reopening 28
Certified Staff Evaluation. A. No later than Oct. 1 of each school year or within thirty (30) workdays of employment, an appropriate SEDOM supervisor shall acquaint each CSM under his/her supervision with evaluation procedures. At this time, the CSM scheduled for evaluation within the current school year shall be given a copy of the evaluation tool to be used. No formal evaluation shall take place until such orientation has been completed. The supervisor can utilize the standard evaluation format or can make use of a goal setting format described in the certified staff evaluation plan developed with staff involvement and adopted by the SEDOM Board.
Certified Staff Evaluation. It is the intent of School District 89 to provide our teachers with a quality evaluation process that complies with state requirements, develops teacher quality, promotes continuous professional learning and fosters a collaborative, trusting relationship with administration. It is District 89’s mission to prepare students for a successful future through continuous improvement of learning, satisfaction and resource utilization. One way to ensure continued improvement, high student achievements/growth and Learning for Life is through an effective teacher evaluation process. The parties to this Agreement value the collaborative work of the District’s Evaluation Committee and intend for the Committee to continue its work unless mutually agreed otherwise. The District 89 Certified Staff Evaluation Plan contains all criteria, forms and procedures for the evaluation process. The parties acknowledge that the substantive portions of the District Evaluation Plan are ultimately a management right of the Board of Education. The procedural aspects of the plan are a mandatory subject of bargaining with the Association. Notwithstanding the parties’ respective rights, the parties agree that the Evaluation Committee will seek to resolve any disputes regarding either substantive or procedural aspects of the Plan prior to the parties exercising their respective rights. The Evaluation Committee is defined as a minimum of the Association President or at least one
Certified Staff Evaluation
