Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/non-renewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining Agreement. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement in effect between it and the Richmond Heights Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a teacher evaluated under this policy in accordance with O.R.C. Section 3319.11 notwithstanding the teacher’s summative rating.
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. 1. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts and the removal/nonrenewal of poorly performing teachers.
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Policy to improve the quality of instruction, enhance student learning, and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the renewal/nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the collective bargaining agreement between the Board and the CEA. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the CEA. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a teacher evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the teacher’s summative rating. Professional Development The Board shall meet the requirements of O.R.C. § 3319.112(A)(8)-(9) to provide professional development and sufficient financial resources to support the professional learning required by this policy and in accordance with the Ohio State Board of Education’s statewide evaluation framework. The Board’s plan will be reviewed annually. Policy Adoption Date: APPENDIX E-2 – CLEARVIEW BOARD OF EDUCATION’S STANDARDS-BASED SCHOOL COUNSELOR EVALUATION POLICY SCHOOL COUNSELOR EVALUATION POLICY School Counselor Evaluation Policy Legal References: Ohio Revised Codes 3319.61 describes requirements for the standards; and Ohio Revised Code 3319.113 describes school counselor evaluation. Legislative Reference: Ohio's 2015-2016 House Bill64 of the 131st Ohio General Assembly required the State Board to adopt a standards-based framework for evaluating school counselors by May 31, 2016. The Board of Education {Board) of Clearview Local School District adopts the following school counselor evaluation policy in accordance with the Ohio Standards for School Counselors developed by the Ohio Department of Education and adopted by the State Board of Education in October 2015. The Board directs the Superintendent to implement this policy in accordance with State...
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of this Collective Bargaining Agreement.
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. The evaluation results will be used by the Superintendent for employment decisions, including, but not limited to, retention, promotion for teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. Seniority shall not be the basis for a decision to retain a teacher, except when deciding between teachers who have "comparable" evaluations.
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of a collective bargaining agreement, except that no decisions concerning the retention or removal of any teacher after his/her fourth year of employment shall be made without considering the previous 3 years of data collected from the previous 3 evaluation cycles. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the Jefferson County Joint Vocational School Teachers’ Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non- renew a teacher evaluated under this policy in accordance with ORC Section 3319.11 notwithstanding the teacher’s holistic rating. Definitions:
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Loudonville-Perrysville Board of Education on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers.
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning, and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/non-renewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the collective bargaining agreement with the TTA. Nothing in this policy will be deemed to prevent the Board from exercising its right to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the TTA. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a teacher evaluated under this policy in accordance with O.R.C. 3119.11 notwithstanding the teacher’s final summative rating. Legal R.C. 3319.02, 3319.11, 3319.111, 3319.112, 3319.114, 3319.22, 3319.222, 3319.223, 3319.226, 3319.26, 3333.0411 A.C. 3301-35-03(A) Sub. 216 (2018), H.B. 362 H.B. 64 (2015) APPENDIX D School Counselors Evaluation System EVALUATION OF SCHOOL COUNSELORS – BOARD POLICY Professional school counselors offer students access to high-quality services that support students' academic, career and social/emotional development. The Board evaluates school counselors in accordance with State law and the standards-based statewide counselor evaluation framework adopted by the State Board of Education (SBOE). The framework is aligned with the Ohio Standards for School Counselors. The Board directs the Superintendent/designee to implement this policy in accordance with State law. The policy becomes operative at the expiration of any collective bargaining agreement covering school counselors that is in effect on September 29, 2015. The requirements of this policy prevail over any conflicting provisions of collective bargaining agreements entered into on or after September 29, 2015. Annually, the Board submits to the Ohio Department of Education (ODE) a report regarding implementation of this policy. The name of, or any personally identifiable informati...
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of the Standards-Based Teacher Evaluation Program to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Loudonville-Perrysville Board of Education on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. Removal of poorly performing teachers will be in accordance with the non-renewal and termination statutes of the Ohio Revised Code and/or the relevant provisions of the Collective Bargaining Agreement (CBA). Nothing in this Article will be deemed to prevent the Loudonville-Perrysville Board of Education from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement (CBA) in effect between it and the Loudonville-Perrysville Education Association. The evaluation system and procedures set forth in this Article shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this Article. The Loudonville-Perrysville Board of Education reserves the right to non-renew a teacher evaluated under this Article in accordance with RC 3319.11 notwithstanding the teacher's holistic summative rating.
Retention and Promotion Decisions/Removal of Poorly Performing Teachers. The evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. Removal of poorly performing teachers will be in accordance with the nonrenewal and termination statutes of the Ohio revised code and the Collective Bargaining Agreement.
