Comprehensive Evaluations Sample Clauses

Comprehensive Evaluations. 1. A Formal observation for provisional employees shall be conducted within the first ninety (90) days of the school year. The teacher may request additional observations. The total annual observation time cannot be less than sixty (60) minutes (not less than 90 minutes for 3rd year provisional teachers) Principals may meet with teachers after each classroom visit to discuss · performance aligned with the CEL5D+ tool. 2. Observations may be conducted as multiple classroom visitations for a total of 60 minutes or 90 minutes for 3rd year provisional teachers. 3. The evaluator will document all formal observations and provide copies to the employee within five (5) days of completion. 4. The final observation conference shall occur prior to June 1st.

Comprehensive Evaluations. The College will conduct comprehensive evaluations on all employees on a scheduled basis. The procedures for these evaluations are as described in Article 7.8. It is the responsibility of the appropriate School Chair/Supervisor to conduct comprehensive evaluations in conjunction with the employee. The ▇▇▇▇ or Administrator or an employee has the right to request a comprehensive evaluation at any time.

Comprehensive Evaluations. 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. In addition, the teacher shall determine a student growth goal from Components SG3.1 and SG6.1 and complete a Professional Growth Plan as outlined in Criterion 8.4. The following classroom teachers shall receive an annual comprehensive summative evaluation: Provisional Teachers and any classroom teacher who received a comprehensive summative evaluation performance rating of level 1 or level 2 in the previous school year.

Comprehensive Evaluations. All classroom teachers shall receive a comprehensive evaluation at least once every four (4) years. A comprehensive evaluation assesses all eight (8) evaluation criteria and all criteria contribute to the comprehensive summative evaluation performance rating. The following classroom teachers shall receive an annual comprehensive evaluation: Provisional Teachers and any classroom teacher who received a comprehensive evaluation performance rating of level 1 or level 2 in the previous school year.

Comprehensive Evaluations. A. The Comprehensive Evaluation document (see form in the Appendix), is intended as the year- end summary of the employee's overall performance and sets forth the evaluative criteria, the indicators of competence. The Comprehensive Evaluation document may be supplemented by student growth data and teacher provided information from many sources, including but not limited to, data from the formal observations. The primary purpose of the Performance Rating Scale is to clearly focus attention on a certificated employee's performance, i.e., those areas of strength that should be recognized and any area(s) needing improvement. Indicators and criteria used in formal observations and in discussing procedures for improving the performance of a classroom certificated employee are the same as described below for overall evaluation. B. All classroom certificated employees considered for renewal of contract will have their Comprehensive Evaluation completed by the principal/evaluator prior to May 15. The employee will meet with his/her administrator, review the completed document and be requested to sign the Comprehensive Evaluation at this conference. C. When a certificated employee is not considered for contract renewal, the evaluation process will follow the standard notification dates set by RCW 28A.405.210 of the State of Washington. The employee's Comprehensive Evaluation will be completed and discussed with the employee prior to the May 15 deadline for employee notification of nonrenewal of contract. D. The employee's rights clause will be printed at the bottom indicating discussion of contents, not necessarily concurrence with the evaluator's statements. The employee retains the right to attach a rebuttal letter and supporting artifacts to the Comprehensive Evaluation.

Comprehensive Evaluations. Comprehensive Evaluation Process

Comprehensive Evaluations a. If either the administrator or his or her supervisor has elected to conduct a comprehensive evaluation, or one is required under Section 5, the supervisor shall prepare a plan for the evaluation that specifies: (1) A list of materials to be submitted by the administrator being evaluated (for example, representative reports or project materials; sample meeting agendas and notes; or other relevant work products.) (2) The manner in which the supervisor intends to collect data from peers, co-workers, students, community members, or other relevant sources, using the data collection instruments or other appropriate means; and (3) A general schedule under which the supervisor intends to complete the evaluation. Before adopting a final version of the plan, the supervisor will share a draft of the plan with the administrator being evaluated and solicit his or her comments. The supervisor will provide the administrator being evaluated with a copy of the final plan once it is adopted. b. When he or she has finished gathering relevant data, the supervisor will review all of the data collected as part of the evaluation plan, relevant materials in the administrator’s personnel file (including, but not limited to, documents related to the administrator’s annual goals for the years since the administrator was last evaluated), and any formal recommendations to the administrator contained in his or her past evaluations. Based on that information, the supervisor will complete an appropriate evaluation summary using an appropriate comprehensive evaluation form (see Appendix C7). For each performance factor listed on the form, the supervisor shall: (1) prepare a brief narrative assessment of the administrator’s performance that reflects the supervisor’s analysis of the data he or she collected; and (2) assign one of the following ratings: exceeds expectations, meets expectations, needs improvement. The supervisor may also include on the evaluation form any recommendations he or she believes are appropriate to promote the administrator’s personal or professional growth, or to assist the administrator in achieving required improvement. Finally, the supervisor shall include as a part of the comprehensive evaluation form his or her recommendation as to whether the administrator’s overall performance should be rated as satisfactory or unsatisfactory (and, if satisfactory, whether it meets or exceeds overall expectations). c. In addition to completing the comprehensive evaluation...

Comprehensive Evaluations