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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.\nB. The entire teacher evaluation process, procedures, and criteria will be reviewed annually by a committee composed of the following:\n1. Three teachers: (elementary, middle school, high school) - elected by the teaching staff from each area.\n2. Three administrators: (elementary, middle school, high school, central office) - appointed by the Chairman of the Board of Trustees.\n3. A review of the teacher evaluation process, procedures and criteria will occur each year. The review process will begin in the Fall (Nov. - Dec.) with a meeting called by the Central Administrative Staff or the Association President. If after due notification, either party fails to participate in the review process the other party may submit its recommendations to the Board of Trustees for approval. If adopted, the revisions and/or changes will be included and used at the beginning of the next school term.\n4. The evaluation process, procedures and criteria shall be a matter of district policy and Administrative Procedure.xii Any changes made in the evaluation process, procedures or criteria for classroom teachers must be a result of a recommendation made in compliance with part 3 of this section.\nC. Should deficiencies be recorded in the performance of a teacher, the School District shall provide written recommendations for improvement. 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{"key": "for-transfer", "type": "definition", "offset": [3901, 3913]}, {"key": "district-shall", "type": "clause", "offset": [3980, 3994]}, {"key": "every-reasonable-effort", "type": "definition", "offset": [4000, 4023]}, {"key": "assistance-to-teachers", "type": "clause", "offset": [4058, 4080]}, {"key": "with-respect-to", "type": "clause", "offset": [4081, 4096]}, {"key": "maintenance-of", "type": "clause", "offset": [4097, 4111]}, {"key": "an-appropriate", "type": "clause", "offset": [4112, 4126]}, {"key": "learning-environment", "type": "definition", "offset": [4127, 4147]}, {"key": "attention-of", "type": "clause", "offset": [4196, 4208]}, {"key": "other-district", "type": "definition", "offset": [4240, 4254]}, {"key": "to-insure", "type": "clause", "offset": [4300, 4309]}, {"key": "the-student", "type": "clause", "offset": [4315, 4326]}, {"key": "the-procedures", "type": "definition", "offset": [4352, 4366]}, {"key": "process-of-evaluation", "type": "clause", "offset": [4394, 4415]}, {"key": "subject-to", "type": "definition", "offset": [4424, 4434]}, {"key": "continuous-review", "type": "clause", "offset": [4435, 4452]}, {"key": "the-association", "type": "clause", "offset": [4497, 4512]}, {"key": "copies-of-all", "type": "definition", "offset": [4582, 4595]}, {"key": "amendments-and-changes", "type": "clause", "offset": [4596, 4618]}, {"key": "legislative-act", "type": "clause", "offset": [4671, 4686]}, {"key": "court-decision", "type": "clause", "offset": [4716, 4730]}, {"key": "this-policy", "type": "definition", "offset": [4755, 4766]}, {"key": "second-paragraph", "type": "definition", "offset": [4833, 4849]}, {"key": "board-policy", "type": "definition", "offset": [4853, 4865]}, {"key": "incorporated-herein-by-reference", "type": "clause", "offset": [4874, 4906]}, {"key": "improvement-plan", "type": "clause", "offset": [4912, 4928]}, {"key": "prepared-by", "type": "definition", "offset": [4937, 4948]}, {"key": "the-plan", "type": "clause", "offset": [5044, 5052]}, {"key": "person-in-charge", "type": "definition", "offset": [5161, 5177]}, {"key": "to-assist", "type": "clause", "offset": [5202, 5211]}, {"key": "by-the-employee", "type": "clause", "offset": [5249, 5264]}, {"key": "reasonable-time", "type": "definition", "offset": [5320, 5335]}, {"key": "review-conference", "type": "clause", "offset": [5342, 5359]}, {"key": "not-to-exceed", "type": "clause", "offset": [5361, 5374]}, {"key": "the-review", "type": "clause", "offset": [5387, 5397]}, {"key": "by-both-parties", "type": "clause", "offset": [5458, 5473]}, {"key": "conference-period", "type": "clause", "offset": [5486, 5503]}, {"key": "the-superintendent", "type": "clause", "offset": [5646, 5664]}, {"key": "for-review", "type": "clause", "offset": [5692, 5702]}, {"key": "a-recommendation", "type": "definition", "offset": [5751, 5767]}, {"key": "july-2011", "type": "clause", "offset": [5825, 5834]}], "size": 8, "snippet": "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 \u201ceffective\u201d (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 member at a level 1\u2013Ineffective on any indicator on an observation or an evaluation form, then a PDP will be developed. If the evaluator rates the staff member at a level 2\u2013 Needs Improvement on any indicator on an observation or an evaluation form, then a PDP may be developed. Beginning with the 2014-15 school year, a TLE Goal Setting Form may be used after any observation or after an evaluation, in lieu of a PDP when the teacher has no more than 2 ratings of 2\u2013Needs Improvement and has no rating of a 1- Ineffective. Staff members rated with more than 2 ratings of 2\u2013Needs Improvement on an evaluation will receive a PDP. The PDP will follow the prescribed components within the Tulsa Model TLE template in narrative format. (July 2012) (July 2013)(July 2014)(Sept 2014) The evaluator and evaluatee have the opportunity to enter narrative relative to any item on the evaluation instrument through the online evaluation software program. (July 2012) The evaluation report, written explanation of items marked items 1 or 2, and the PDP along with a copy of the observation form will be filed in the staff member's personnel file. A copy of the evaluation and observation form will be placed in the Principal's unofficial file. The file is accessible to the staff member, Personnel Director, the Board of Education, the evaluator, the in-district administrative staff to which the staff member applies for transfer, and only those others designated by the teacher. (July 2012) The district shall make every reasonable effort to give all necessary support and assistance to teachers with respect to maintenance of an appropriate learning environment in the classroom. Whenever a pupil requires the attention of counselors, administrators, or other district professionals, the district shall take steps to insure that the student receives such attention. The procedures, criteria, instruments and process of evaluation will be subject to continuous review and appraisal by the Board of Education and the Association. As they are approved by the Board of Education and the Association, copies of all amendments and changes will be provided to staff members by the Board. Any legislative act, State Department ruling, or court decision which makes any part of this policy unlawful will in no way make the rest of this policy invalid. The second paragraph of Board Policy 4579 is incorporated herein by reference. The improvement plan will be prepared by the immediate director, supervisor or administrator of the employee being required to improve. The plan will state the deficiency in question, the manner in which the employee should improve, (a statement by the person in charge as to what they will do to assist with the improvement and a statement by the employee as to what they will do to improve) and a definite and reasonable time for a review conference, not to exceed 30 days. At the review conference, either a satisfactory improvement is signed off by both parties or a second conference period is scheduled, not to exceed 30 days. It will be stated that if satisfactory improvement is not made by the second conference period deadline, the Superintendent will be presented the plan for review. If appropriate, the Superintendent will submit a recommendation to the Board of Education for dismissal or non-renewal. 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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.", "samples": [{"hash": "ks0SvF0gX0D", "uri": "/contracts/ks0SvF0gX0D#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 28.0488777161, "published": true}, {"hash": "gcahyjaxiu4", "uri": "/contracts/gcahyjaxiu4#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 23.1177272797, "published": true}, {"hash": "c1xKdHAypTi", "uri": "/contracts/c1xKdHAypTi#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 23.0632686615, "published": true}], "hash": "446225eecebd2b7944fea8ea022ea659", "id": 3}, {"snippet_links": [{"key": "consistent-with-law", "type": "clause", "offset": [0, 19]}, {"key": "board-policy", "type": "definition", "offset": [24, 36]}, {"key": "board-shall", "type": "definition", "offset": [42, 53]}, {"key": "for-the-purpose-of-this", "type": "clause", "offset": [123, 146]}, {"key": "by-the-board", "type": "clause", "offset": [165, 177]}, {"key": "school-year", "type": "clause", "offset": [197, 208]}, {"key": "subject-to-the", "type": "definition", "offset": [210, 224]}], "size": 5, "snippet": "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.", "samples": [{"hash": "gMLFUpK9go7", "uri": "/contracts/gMLFUpK9go7#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 27.6346721649, "published": true}, {"hash": "hlZ0mHpxOkr", "uri": "/contracts/hlZ0mHpxOkr#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 23.213552475, "published": true}, {"hash": "5iXUokEaunG", "uri": "/contracts/5iXUokEaunG#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 22.8316230774, "published": true}], "hash": "64c3283663aa80de7cce6bded700bda0", "id": 4}, {"snippet_links": [{"key": "employee-evaluation", "type": "clause", "offset": [3, 22]}, {"key": "support-staff", "type": "definition", "offset": [27, 40]}, {"key": "yearly-basis", "type": "clause", "offset": [59, 71]}, {"key": "the-administration", "type": "clause", "offset": [75, 93]}], "size": 5, "snippet": "An employee evaluation for support staff will be done on a yearly basis by the Administration.", "samples": [{"hash": "fK6vkcjabLw", "uri": "/contracts/fK6vkcjabLw#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 33.3023757935, "published": true}, {"hash": "4IuQJ1AsM8P", "uri": "/contracts/4IuQJ1AsM8P#staff-evaluation", "label": "Contractual Agreement", "score": 32.0572433472, "published": true}, {"hash": "9WIHG7AqgDc", "uri": "/contracts/9WIHG7AqgDc#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 28.0579490662, "published": true}], "hash": "15500fe8a6574e15fc5520cc25aff810", "id": 5}, {"snippet_links": [{"key": "purpose-of", "type": "clause", "offset": [29, 39]}, {"key": "member-evaluation", "type": "clause", "offset": [46, 63]}, {"key": "professional-performance", "type": "clause", "offset": [78, 102]}, {"key": "staff-members", "type": "definition", "offset": [106, 119]}, {"key": "notice-of-evaluation", "type": "clause", "offset": [131, 151]}, {"key": "all-staff", "type": "definition", "offset": [154, 163]}, {"key": "evaluation-procedures", "type": "definition", "offset": [230, 251]}, {"key": "by-this-agreement", "type": "clause", "offset": [291, 308]}, {"key": "areas-of-evaluation", "type": "clause", "offset": [314, 333]}, {"key": "certificate-endorsement", "type": "clause", "offset": [416, 439]}], "size": 5, "snippet": "6.1 EVALUATION PURPOSE - The purpose of staff member evaluation is to improve professional performance of staff members.\n6.2 PRIOR NOTICE OF EVALUATION - All staff members upon being employed shall be thoroughly advised as to the evaluation procedures and instruments which are provided for by this agreement.\n6.3 AREAS OF EVALUATION - Teachers shall not be evaluated in teaching areas for which they do not possess certificate endorsement.", "samples": [{"hash": "blM0g1ZVzgT", "uri": "/contracts/blM0g1ZVzgT#staff-evaluation", "label": "Professional Agreement", "score": 31.3460845947, "published": true}, {"hash": "bHCuCUoCd40", "uri": "/contracts/bHCuCUoCd40#staff-evaluation", "label": "Professional Agreement", "score": 23.5968513489, "published": true}, {"hash": "bG8UxJVDWp2", "uri": "/contracts/bG8UxJVDWp2#staff-evaluation", "label": "Professional Agreement", "score": 22.2484607697, "published": true}], "hash": "857cf53b403a5a442698bce8e0dbc5e6", "id": 6}, {"snippet_links": [{"key": "section-141", "type": "clause", "offset": [2, 14]}, {"key": "uniform-system", "type": "definition", "offset": [17, 31]}, {"key": "the-district-will", "type": "clause", "offset": [33, 50]}, {"key": "uniform-evaluation", "type": "definition", "offset": [62, 80]}, {"key": "certified-employees", "type": "definition", "offset": [100, 119]}, {"key": "right-to-develop", "type": "clause", "offset": [128, 144]}, {"key": "evaluation-instruments", "type": "clause", "offset": [153, 175]}, {"key": "of-the-bargaining-unit", "type": "clause", "offset": [198, 220]}, {"key": "a-committee", "type": "clause", "offset": [256, 267]}, {"key": "affected-by", "type": "definition", "offset": [268, 279]}, {"key": "the-committee-will", "type": "clause", "offset": [348, 366]}, {"key": "consist-of", "type": "clause", "offset": [367, 377]}, {"key": "group-of-teachers", "type": "clause", "offset": [387, 404]}, {"key": "chosen-by", "type": "clause", "offset": [417, 426]}, {"key": "members-of-district", "type": "clause", "offset": [439, 458]}, {"key": "by-the-superintendent", "type": "clause", "offset": [479, 500]}], "size": 5, "snippet": "\u200c\nSECTION 14.1 - UNIFORM SYSTEM: The District will maintain a uniform evaluation instrument for all certified employees and the right to develop uniform evaluation instruments for individual groups of the bargaining unit. The District will seek input from a committee affected by an evaluation instrument before implementation or changing of same. The committee will consist of a select group of teachers/specialists chosen by the BEA and members of District leadership selected by the Superintendent.", "samples": [{"hash": "kb8pBHOgEKr", "uri": "/contracts/kb8pBHOgEKr#staff-evaluation", "label": "Master Agreement", "score": 31.7947025299, "published": true}, {"hash": "2ZxEo8yGPe5", "uri": "/contracts/2ZxEo8yGPe5#staff-evaluation", "label": "Master Agreement", "score": 24.6906223297, "published": true}], "hash": "afeca890fc9f9384dd2843d3abbef95a", "id": 7}, {"snippet_links": [{"key": "employees-will", "type": "clause", "offset": [7, 21]}, {"key": "of-the-district", "type": "clause", "offset": [37, 52]}, {"key": "evaluation-handbook", "type": "clause", "offset": [55, 74]}, {"key": "the-school-year", "type": "clause", "offset": [95, 110]}, {"key": "all-employees", "type": "definition", "offset": [112, 125]}, {"key": "substantive-changes", "type": "clause", "offset": [186, 205]}, {"key": "the-evaluation-committee", "type": "clause", "offset": [224, 248]}, {"key": "district-website", "type": "clause", "offset": [331, 347]}, {"key": "district-shall", "type": "clause", "offset": [356, 370]}, {"key": "evaluation-procedures", "type": "definition", "offset": [429, 450]}, {"key": "to-insure", "type": "clause", "offset": [464, 473]}, {"key": "notice-of", "type": "definition", "offset": [483, 492]}, {"key": "respond-to", "type": "definition", "offset": [516, 526]}, {"key": "evaluation-reports", "type": "clause", "offset": [527, 545]}, {"key": "employees-shall", "type": "clause", "offset": [550, 565]}, {"key": "timely-notice", "type": "clause", "offset": [571, 584]}, {"key": "basis-for-evaluation", "type": "clause", "offset": [595, 615]}, {"key": "to-provide", "type": "clause", "offset": [681, 691]}, {"key": "timely-feedback", "type": "clause", "offset": [692, 707]}, {"key": "observation-conference", "type": "clause", "offset": [748, 770]}, {"key": "bargaining-unit-member", "type": "definition", "offset": [780, 802]}, {"key": "school-days", "type": "clause", "offset": [819, 830]}, {"key": "written-evaluation", "type": "definition", "offset": [859, 877]}, {"key": "within-thirty", "type": "clause", "offset": [917, 930]}, {"key": "the-conference", "type": "clause", "offset": [944, 958]}, {"key": "in-the-event", "type": "clause", "offset": [960, 972]}, {"key": "extenuating-circumstances", "type": "clause", "offset": [973, 998]}, {"key": "the-administrator", "type": "clause", "offset": [1007, 1024]}, {"key": "notice-to-the-employee", "type": "clause", "offset": [1247, 1269]}, {"key": "an-employee-may", "type": "clause", "offset": [1274, 1289]}, {"key": "written-statement", "type": "clause", "offset": [1297, 1314]}, {"key": "relating-to", "type": "definition", "offset": [1315, 1326]}, {"key": "a-teacher", "type": "clause", "offset": [1419, 1428]}, {"key": "program-of-assistance-for-improvement", "type": "clause", "offset": [1444, 1481]}, {"key": "additional-evaluation", "type": "clause", "offset": [1512, 1533]}, {"key": "the-current", "type": "clause", "offset": [1537, 1548]}, {"key": "status-notice", "type": "clause", "offset": [1596, 1609]}, {"key": "right-to-a-representative", "type": "clause", "offset": [1625, 1650]}, {"key": "the-evaluation-procedure", "type": "clause", "offset": [1747, 1771]}, {"key": "the-interest", "type": "definition", "offset": [1796, 1808]}, {"key": "mutual-interest", "type": "clause", "offset": [1836, 1851]}, {"key": "the-association", "type": "clause", "offset": [1872, 1887]}, {"key": "new-procedures", "type": "clause", "offset": [1965, 1979]}, {"key": "the-requirements", "type": "clause", "offset": [2103, 2119]}, {"key": "the-committee", "type": "clause", "offset": [2215, 2228]}, {"key": "changes-to-the-parties", "type": "clause", "offset": [2256, 2278]}, {"key": "prior-to-the", "type": "clause", "offset": [2279, 2291]}, {"key": "subsequent-school-years", "type": "clause", "offset": [2301, 2324]}, {"key": "electronic-resources", "type": "clause", "offset": [2529, 2549]}, {"key": "documents-and-forms", "type": "definition", "offset": [2588, 2607]}, {"key": "employee-personnel-file", "type": "clause", "offset": [2679, 2702]}, {"key": "subject-to-the", "type": "definition", "offset": [2716, 2730]}, {"key": "limits-on", "type": "clause", "offset": [2736, 2745]}, {"key": "public-disclosure", "type": "definition", "offset": [2746, 2763]}, {"key": "such-information", "type": "definition", "offset": [2818, 2834]}, {"key": "summative-evaluation", "type": "clause", "offset": [2894, 2914]}, {"key": "federal-agency", "type": "definition", "offset": [2936, 2950]}, {"key": "the-district-will", "type": "clause", "offset": [2952, 2969]}, {"key": "reporting-system", "type": "clause", "offset": [2976, 2992]}, {"key": "the-data", "type": "clause", "offset": [3015, 3023]}, {"key": "data-collected", "type": "clause", "offset": [3094, 3108]}, {"key": "reporting-purposes", "type": "clause", "offset": [3130, 3148]}, {"key": "agency-reporting", "type": "clause", "offset": [3200, 3216]}, {"key": "require-the", "type": "clause", "offset": [3275, 3286]}, {"key": "student-learning-goals", "type": "definition", "offset": [3294, 3316]}, {"key": "the-teacher", "type": "definition", "offset": [3367, 3378]}, {"key": "in-addition-to", "type": "clause", "offset": [3473, 3487]}, {"key": "required-by", "type": "definition", "offset": [3513, 3524]}, {"key": "standardized-assessments", "type": "clause", "offset": [3565, 3589]}], "size": 5, "snippet": "A. New employees will receive a copy of the District\u2019s evaluation handbook at the beginning of the school year. All employees will receive a new copy of the evaluation handbook whenever substantive changes, as determined by the Evaluation Committee, are made to the handbook. The evaluation handbook shall also be available on the district website.\nB. The District shall follow its evaluation handbook in evaluating teachers.\nC. Evaluation procedures are intended to insure employee notice of and the opportunity to respond to evaluation reports.\nD. Employees shall have timely notice as to the basis for evaluation.\nE. After an observation, administrators have the responsibility to provide timely feedback, consisting of the following:\na. A post-observation conference with the bargaining unit member within ten (10) school days.\nb. A copy of the completed written evaluation provided to the bargaining unit member within thirty (30) days of the conference. In the event extenuating circumstances outside the administrator\u2019s control cause the timeline to be delayed, the administrator will contact the bargaining unit member directly within the above timelines.\nF. Evaluation reports shall be placed in the employee's file only after reasonable notice to the employee.\nG. An employee may make a written statement relating to any evaluation, reprimand, charge, action or any matter placed in the personnel file.\nH. If a teacher is placed on a program of assistance for improvement, said employee may request an additional evaluation by the current evaluator.\nI. Teachers who receive a change-of-status notice shall have the right to a representative of their choice at any conference or meeting regarding their evaluation.\nJ. Whenever changes to the evaluation procedure are mandated by law, by the interest of the District, or by the mutual interest of the District and the Association, the District and the Association shall collaborate on the creation of those new procedures.\nK. The District and the Association shall appoint three representatives each to the standing Evaluation Committee to meet the requirements of subsection J. If the District or the Association intends to change their representatives on the Committee, they shall announce these changes to the parties prior to the start of subsequent school years.\nL. Prior to the implementation of any new evaluation procedures, teachers and administrators will be adequately trained on the components of the new procedures.\nM. When the evaluation procedure utilizes electronic resources, it is understood that the electronic documents and forms used in these programs shall be considered temporary extensions of the employee personnel file and shall be subject to the same limits on public disclosure as the traditional employee personnel file as long as such information exists.\nN. If the District is required to report teacher\u2019s summative evaluation scores to a state or federal agency, the District will use a reporting system that does not connect the data to individual teachers, unless specifically required to do so by law. Data collected for state or federal reporting purposes shall not be used for any other purpose other than agency reporting and shall not be published.\nO. When evaluation procedures require the use of student learning goals, those student learning goals will be designed by the teacher being evaluated and will be finalized collaboratively with the teacher and the administrator, in addition to any measures that may be required by a state or federal agency such as state standardized assessments.", "samples": [{"hash": "kzdmol8xUPy", "uri": "/contracts/kzdmol8xUPy#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 32.4191932678, "published": true}, {"hash": "eVFWcJUivJm", "uri": "/contracts/eVFWcJUivJm#staff-evaluation", "label": "Collective Bargaining Agreement", "score": 25.8473644257, "published": true}], "hash": "43eff0835f577af349ccfad79e98494d", "id": 8}, {"snippet_links": [{"key": "staff-members", "type": "definition", "offset": [86, 99]}, {"key": "the-board-of-education", "type": "clause", "offset": [104, 126]}, {"key": "the-educational-program", "type": "clause", "offset": [153, 176]}, {"key": "the-district", "type": "clause", "offset": [178, 190]}, {"key": "the-individual", "type": "clause", "offset": [195, 209]}, {"key": "responsibility-for", "type": "clause", "offset": [238, 256]}, {"key": "public-schools", "type": "clause", "offset": [339, 353]}, {"key": "job-classification", "type": "clause", "offset": [450, 468]}, {"key": "the-criteria", "type": "clause", "offset": [509, 521]}, {"key": "evidence-of-achievement", "type": "clause", "offset": [530, 553]}, {"key": "july-2012", "type": "clause", "offset": [573, 582]}, {"key": "public-school-district", "type": "definition", "offset": [620, 642]}, {"key": "evaluation-system", "type": "definition", "offset": [755, 772]}, {"key": "in-compliance-with", "type": "definition", "offset": [801, 819]}, {"key": "teacher-evaluation", "type": "clause", "offset": [931, 949]}, {"key": "feedback-and-support", "type": "clause", "offset": [951, 971]}, {"key": "best-practices", "type": "clause", "offset": [1049, 1063]}, {"key": "effective-instruction", "type": "clause", "offset": [1095, 1116]}, {"key": "the-performance", "type": "clause", "offset": [1130, 1145]}, {"key": "certified-staff", "type": "clause", "offset": [1165, 1180]}, {"key": "approved-by-the-board", "type": "definition", "offset": [1332, 1353]}, {"key": "the-evaluator", "type": "clause", "offset": [1404, 1417]}, {"key": "the-job", "type": "clause", "offset": [1486, 1493]}, {"key": "other-non", "type": "clause", "offset": [1521, 1530]}, {"key": "administrative-staff", "type": "definition", "offset": [1531, 1551]}, {"key": "administrative-personnel", "type": "definition", "offset": [1587, 1611]}], "size": 4, "snippet": "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 \u201ceffective\u201d (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. 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Typically, it outlines how and when evaluations will occur, who is responsible for conducting them, and what standards or benchmarks will be used\u2014such as periodic reviews or performance metrics. This clause ensures that staff meet required competency levels and allows for corrective actions if standards are not met, thereby maintaining quality and accountability within the workforce."}, "json": true, "cursor": ""}}