STAFF EVALUATION. In the Tahlequah School District evaluation is defined as a mutual endeavor among all staff members and the Board of Education to improve the quality of the educational program. The District and the individual educator jointly accept the responsibility for the improvement of efforts to educate the students in our District. All Tahlequah Public Schools staff members are expected to perform at a minimum within the “effective” (2.80) level in their job classification. Evaluation is a system for documenting the criteria and the evidence of achievement by staff members. (July 2012) The Board of Education of Tahlequah Public School District I035, Tahlequah, Oklahoma, hereby adopts the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System for all certified employees in compliance with 70 S.O.S Section 6- 101.16 (SB2033). The TLE Observation and Evaluation System is an evidence-based process of teacher evaluation, feedback and support anchored in specific domains, dimensions, and indicators reflecting national best practices and current research regarding effective instruction. (July 2012) The performance of all licensed or certified staff will be evaluated using the Tulsa Model Teacher and Leader Effectiveness (TLE) Observation and Evaluation System as submitted through negotiations and approved by the Board of Education. Each evaluation shall be based upon the evaluator's actual observation of the person being evaluated while performing the job function. The teachers and other non-administrative staff will be evaluated by the certified administrative personnel. (July 2012) Beginning with the 2012-13 school year, the district will evaluate teachers in accordance with the Tulsa TLE model and procedures. Every probationary staff member will be evaluated once prior to November 15 and once prior to February 10. Every career teacher will be evaluated at least once every year. All personnel designated by the Board to conduct the personnel evaluations shall be required to participate in training conducted by the State Department of Education prior to conducting such evaluations. (July 2012) Evaluation reports will be completed on the Tulsa Model TLE observation and evaluation forms and shall be followed by a conference between evaluator and staff member. The forms will be signed by both. A push pin is a less formal yet documented approach to remedy an area(s) of ineffectiveness or needing improvement. If the evaluator rates the staff membe...
STAFF EVALUATION. A. The School District shall maintain an evaluation procedure for all teachers pursuant to standards for Accreditation of Montana Schools as adopted by the Board of Public Education.
STAFF EVALUATION. Consistent with law and Board policy, the Board shall conduct an evaluation of each teacher (defined to include counselors for the purpose of this section) employed by the Board at least once each school year, subject to the two exceptions provided below.
STAFF EVALUATION. The primary goal of the District and its professional staff is to promote the personal growth of the students they serve. This common goal is supported by a personnel evaluation program that seeks to develop as competent a teaching staff as possible. Staff development is accomplished through evaluation used primarily to support the professional growth and improve the performance of teachers, and secondarily to make valid decisions related to assignments, retention, and termination. Both the District and the Association have agreed upon the following provisions with respect to the purpose, management and implementation of Teacher Evaluation.
STAFF EVALUATION. SECTION 12.1 - The Board shall annually compile a list of names of employees to be evaluated that includes the names of the evaluator for each employee. The list shall be given to the Association President or designee by September 30 and any additions or corrections to this list will be given to the Association by November 15. Credentialed district office administrators may be utilized to conduct evaluations in addition to principals and assistant principals.
STAFF EVALUATION. 5.1 The Board and the Association agree that the responsibility for staff evaluations rests with the administration and that such evaluation will be done on an ongoing basis. Staff evaluation will be conducted by the school administration in accordance with the SAU 41 Professional Growth Model which has been approved by the Association and the NH Department of Education.
STAFF EVALUATION. 6.1 EVALUATION PURPOSE - The purpose of staff member evaluation is to improve professional performance of staff members.
STAFF EVALUATION. An employee evaluation for support staff will be done on a yearly basis by the Administration.
STAFF EVALUATION. SECTION 14.1 - UNIFORM SYSTEM The District will maintain a uniform evaluation instrument for all classroom teachers and retain the right to develop uniform evaluation instruments for individual groups of the bargaining unit. The District will seek input from individual groups affected by an evaluation instrument before implementation or changing of same.
STAFF EVALUATION. Evaluation of the teacher and the teacher’s assistant provide by Provider shall be conducted by provider in accordance with reasonable policies and procedures.
