Common use of Evaluation Tool Clause in Contracts

Evaluation Tool. The performance evaluation system shall be negotiated and include a rigorous, transparent, and fair performance evaluation system that includes: a. specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. b. an evaluation of the teacher’s job performance with timely and constructive feedback. c. clear approaches to measuring student growth with relevant data on student growth. d. multiple rating categories that take into account student growth and assessment data that have been negotiated with the Association. e. the use of student growth and assessment data as 20% of the year-end evaluation determination, 10% of which will be based on State assessments where applicable and 10% will be based on learning objective metrics and/or measurement tools selected by the teacher (e.g. essential standards, pre- and post- tests, student portfolios, NWEA, etc.). i. If the teacher selects to NOT use pre- and post-tests- as a measurement tool, the teacher shall collaborate with the administrator to identify the measurement tool to be used no later than September 30. ii. The teacher, in collaboration with the administrator, may be allowed to eliminate data attributable to students who have excessive absences, are partial year transfers into/out of the teacher’s classroom, or who have other anomalous circumstances that warrant eliminating that data. f. the use of the evaluation tool rubric as 65% of the year-end evaluation determination. g. the use of professional responsibilities as negotiated (e.g. attendance, professionalism, preparedness, meeting deadlines, etc.) as 15% of the year-end evaluation determination. h. assigns a rating of “effective,” “developing,” and “needing support.”

Evaluation Tool. ▇▇▇▇▇▇▇ Public Schools will use the Thoughtful Classroom Effectiveness Framework as its comprehensive evaluation system. The performance evaluation system shall be negotiated and shall include a rigorous, transparent, and fair performance evaluation system that includes: a. 1. specific performance goals identified by the teacher staff member to improve their effectiveness in the upcoming school year. b. 2. an evaluation of the teacherstaff member’s job performance with timely and constructive feedback. c. 3. clear approaches to measuring student growth with relevant data on student growth. d. 4. multiple rating categories that take into account student growth and assessment data that have been negotiated with the Association. e. 5. the use of student growth and assessment data as 20% of the year-end evaluation determination, 10% of which will be based on State assessments where applicable applicable, and 10% will be based on learning objective metrics and/or measurement tools selected by the teacher staff member (e.g. essential standards, pre- and post- tests, student portfolios, NWEA, etc.). If the State assessment is not applicable, the 20% will be fully determined by individual measurement tools approved by the building administrator. Student growth data shall be recorded annually. i. If the teacher selects to NOT use pre- and post-tests- as a measurement tool, the teacher a. The staff member shall collaborate with the administrator to identify the measurement tool tool(s) to be used no later than September 30. ii. b. The teacherstaff member, in collaboration with the administrator, may be allowed to eliminate data attributable to students who have excessive absences, are partial year transfers into/out of the teacherstaff member’s classroom, or who have other anomalous circumstances that warrant eliminating that data. f. 6. the use of the evaluation tool rubric as 6580% of the year-end evaluation determination. g. the use of professional responsibilities as negotiated (e.g. attendance, professionalism, preparedness, meeting deadlines, etc.) as 15% of the year-end evaluation determination. h. 7. assigns a rating of “effective,” “developing,” and “needing support.”

Evaluation Tool. The performance evaluation system shall be negotiated and include a rigorous, transparent, and fair performance evaluation system that includes: a. specific performance goals identified by the teacher ancillary staff to improve their effectiveness in the upcoming school year. b. an evaluation of the teacherancillary staff’s job performance with timely and constructive feedback. c. clear approaches to measuring student growth with relevant data on student growth. d. multiple rating categories that take into account student growth and assessment data that have been negotiated with the Association. e. d. the use of student growth and assessment data as 20% of the year-end evaluation determination, 10% of which will be based on State assessments where applicable and 10% will be based on learning objective metrics and/or measurement tools selected by the teacher ancillary staff (e.g. essential standards, pre- and post- tests, student portfolios, NWEA, etc.). i. If the teacher ancillary staff selects to NOT use pre- and post-tests- as a measurement tool, the teacher ancillary staff shall collaborate with the administrator to identify the measurement tool to be used no later than September 30. ii. The teacherancillary staff, in collaboration with the administrator, may be allowed to eliminate data attributable to students who have excessive absences, are partial year transfers into/out of the teacherancillary staff’s classroomcase load, or who have other anomalous circumstances that warrant eliminating that data. f. e. the use of the evaluation tool rubric as 65% of the year-end evaluation determination. g. f. the use of professional responsibilities as negotiated (e.g. attendance, professionalism, preparedness, meeting deadlines, etc.) as 15% of the year-end evaluation determination. h. g. assigns a rating of “effective,” “developing,” and “needing support.”