Comprehensive Evaluation. The Comprehensive evaluation is a growth-oriented, teacher/evaluator collaborative process that requires teachers to be evaluated on the eight (8) state criteria. A teacher must complete a Comprehensive evaluation once every six (6) years. Subsequent years they will be evaluated on a Focused evaluation, unless they have received a Basic or Unsatisfactory rating on their final comprehensive summative evaluation. Then they shall continue using the Comprehensive evaluation for the following year. All teachers during their provisional status must be on the Comprehensive evaluation.
Comprehensive Evaluation. The President of the College, or designee thereof, may review each unit member's performance, including student evaluations, classroom observation, if any, and all material in the personnel file, and forward a written evaluation to every unit member who has been so evaluated. The unit member shall be afforded the opportunity to respond in writing.
Comprehensive Evaluation. All Washington state eight (8) criteria must contribute to the overall summative evaluation and must be completed at least once every four years. The evaluation must include an assessment of the criteria using the instructional framework rubrics and student growth.
Comprehensive Evaluation. A. The following staff shall receive a comprehensive summative evaluation:
1. All classroom teachers shall receive a comprehensive evaluation at least once every four (4) years.
2. All classroom teachers who are provisional employees shall receive a comprehensive evaluation each year of their provisional status under RCW 28A.405.220
3. Any classroom teacher who received a comprehensive evaluation rating of level 1 or level 2 in the previous school year shall receive a comprehensive evaluation the following year;
4. A continuing classroom teacher who is involuntarily placed into a teaching position with a substantive change in assignment, as defined in Article III section 7, during the year they will be receiving a Comprehensive Evaluation, will be provided with the same provisions granted in SECTION 8—Support for Basic and Unsatisfactory, paragraph B. This teacher must also receive their first formal observation before October 15th and if this observation results in specific performance concerns, they will be granted the provisions in listed in SECTION 8—Support for Basic and Unsatisfactory, paragraph C. (See appendix EVAL-#12 pathways)
B. Process: The comprehensive evaluation must assess all eight evaluation criteria and all criteria must contribute to the comprehensive evaluation rating. (appendix EVAL-#6 5D Rubric) 1. Student Growth
a. Student Growth Goal for Indicators XX-0, XX-0 and SG- 8 will be determined on a student growth goal setting form. (appendix EVAL-#7 Initial Student Growth Conference template)
b. Student achievement that measures growth between two points in time within the current school year shall be used to calculate a teacher’s student growth impact score. Teachers who instruct the same students in the same content area over consecutive years may use two points in time within those years. (appendix EVAL-#3 Student Growth Rubric)
c. The Anacortes School District will offer professional learning time and guidance for all classroom teachers to participate in a professional learning community (PLC) that may be used to satisfy the student growth requirements, defined in State Criteria.
d. Evaluators will add up the raw score on these indicators and the employee will be given an overall score of low, average or high based on the scores below (see appendix EVAL-#8 follow up Student Growth Conference template) i. 5-12 = Low ii. 13-17 = Average iii. 18-20 = High A student growth score of “1” in any of the rubric rows will result in an overall ...
Comprehensive Evaluation. 5.8.1 All provisional employees and any employee with a Summative evaluation of Level 1 (unsatisfactory) will be evaluated using the comprehensive evaluation. Any employee with more than five years of experience with a Summative score of Level 2 (basic) shall be evaluated the following year on the comprehensive evaluation. Other employees will be transitioned on and off the comprehensive system on a four (4) year rotation. All classroom teachers must be evaluated at least once every four (4) years using the comprehensive evaluation.
5.8.2 The Comprehensive evaluation will include all eight (8) state criteria, including student growth.
Comprehensive Evaluation. A Comprehensive Evaluation will include evaluation of all eight state criteria. A teacher eligible for focused evaluations must complete a comprehensive evaluation once every six (6) years.
Comprehensive Evaluation. A. General Definition A Comprehensive Evaluation must be completed at least once every four (4) years. A comprehensive summative evaluation assesses all eight evaluation criteria and all criteria contribute to the comprehensive summative evaluation performance rating. Dates below are suggested targets for the process but may be adjusted by mutual agreement of the teacher and evaluator. If there are significant performance concerns, the target dates should be advanced to allow more time for growth.
B. Teacher Self-Assessment (by October 15) The teacher will complete a Self-Assessment form by October 15. No teacher will be required to share the Self-Assessment form with his/her evaluator.
C. Goal Setting (by November 15) At the beginning of the year, the teacher and evaluator shall discuss student growth measures and student growth goals to be used for the year. This conference will also include discussion of annual professional goals. The teacher shall determine a student growth goal for Components SG-3.1, SG-6.1 and SG-8.1 on a Goal Setting form. The teacher and evaluator are encouraged to discuss ways to embed these goals together as much as possible. The student growth goals may be adjusted when appropriate.
D. Observations (first formal no later than February 1)
1. Each teacher shall be observed in the course of professional performance (including duties outside of classroom instruction) at least two times for a minimum annual total of 60 minutes. Within the 60 minutes required above, employees in their first year in the District shall be observed at least once for a minimum total of 30 minutes during the first 90 calendar days of employment. Teachers in their third year of provisional status shall be observed at least three times for a minimum annual total of 90 minutes. At least one of the observations shall be at least 30 minutes in length, and arranged in advance with the teacher with a pre-conference and post-conference meeting (see D.2).
2. Each formal observation shall be pre-scheduled with the teacher and shall be accompanied by timely pre-observation and post-observation conferences. In most cases, the pre- and post-observation conferences should occur within a week of the observation unless there are extenuating circumstances discussed by the teacher and evaluator and rescheduled to a specific date. The purpose of the pre-observation conference is to discuss such matters as the professional activities to be observed, their content, objectives,...
Comprehensive Evaluation. Is for use by classroom teachers in provisional status, when deemed Basic or Unsatisfactory the previous year, and once every six years. Evaluators must notify classroom teachers by October 1 of the type of evaluation they will be on and if a decision to change to the comprehensive evaluation is made, it must be by November 30. Classroom teachers may choose to be on comprehensive evaluation by November 30 of any school year.
Comprehensive Evaluation. A Comprehensive Evaluation must be completed at least once every four (4) years. 4
Comprehensive Evaluation. All classroom teachers shall receive a comprehensive summative evaluation at least once every six years. A comprehensive summative evaluation assesses all eight evaluation criteria and all criteria contribute to the comprehensive summative evaluation performance rating.
