Common use of TEACHER EVALUATION Clause in Contracts

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared evaluated in accordance with the Volusia System for Empowering Teachers (VSET), Chapter 1012.34 F.S. and other applicable state statutes and regulations. All observations shall be conducted by an evaluator who has been trained and will have vetted annually by the right to discuss their reportCoordinator of Employee Performance. All observation cycles and the deliberate practice plan (DPP) must be completed at least two weeks before the last student day. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respectinstructional practice (observation cycles and Deliberate Practice Plans) portion of the evaluation score will be provided to teachers prior to the end of the school year. The Final Summative Report will be calculated and provided after receipt of the Value Added portion. The Value Added portion, explain every evaluationshall be completed within 2 weeks of the arrival of the data from the state, unless technical problems delay the process, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will teachers shall be used to evaluate all employees given notice of the Associationfinal calculation as soon as practical using an appropriate technology. Nurses will be evaluated Notice by email using the School Nurse Evaluation form attached to this contract. Beginning in district’s email system shall be acceptable. B. The Superintendent and the 2013-14 school yearUnion president shall jointly appoint a VSET steering committee made up of an equal number of teachers, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals Union president, and administrators, appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and superintendent. The committee shall be co-chaired by one representative appointed by the superintendent and one representative appointed by the Union president. The committee shall be responsible for an Association annual review of VSET and administration appointee) make any recommendations for modifications or changes to a district level administrator and the Union president who shall review the recommendations and present a recommendation to the superintendent. The superintendent shall take the recommendation under advisement in forming his/her final recommendation to the board. In the absence of a recommendation from the committee, or should the superintendent disagree with the committee recommendation and decide to take other action, the superintendent will meet notify the Union of his/her intended action at least once a year two weeks prior to review and make recommendation for revising our procedures to the Association and any action by the School CommitteeBoard, and meet with the Union president to discuss the matter if requested to do so. Both bodies must approve any changes in Should the procedures. The Evaluation instrument union disagree with the superintendent’s final recommendation, it shall retain all rights under Chapter 120, F.S. and procedure all other applicable state statutes and regulations. C. As soon as it is completed, all documents related to VSET shall be replaced with maintained on a secured district data management system for which each teacher shall have access to his/her VSET files. When the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1system is ready to support, electronic signatures shall be permitted. Teachers will have With the rightexception of the Deliberate Practice Plan, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates does not necessarily indicate agreement with the contents thereofcontent of said documents. The teacher will also have Teachers shall retain the right to submit a written answer rebuttal which shall become a part of the evaluation record. D. While the professional judgment of a supervisor is not grievable, should the teacher believe that any portion of the VSET process as described in the VSET handbook has been violated, they shall follow any appeals process in the handbook prior to proceeding to the grievance process under Article 23. The timeline in Article 23 will be considered to begin after the appeals process is completed. Any cycle that does not count to the summative report of the teacher shall not be grievable. Any grievance filed on behalf of any employee who receives a summative report rating of needs improvement or unsatisfactory shall begin at step 3 of the grievance process. All such material and their answer grievances shall follow the grievance process in Article 23. A response shall be reviewed provided within five (5) days. The parties agree that if a technical correction will bring the evaluation in question into compliance with the evaluation procedure, then such a correction may be made. If the matter is submitted to arbitration, the parties shall work together to facilitate the process. Notice to go to arbitration shall be made within 5 working days. Subsequent to the ratification and adoption of this agreement, the district and the union shall meet to discuss whether an expedited arbitration process will be utilized, and if so, under what terms. Options considered by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parentparties will include, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to):: (i) to pre-select a panel of arbitrators and contact them to establish potential calendar of arbitration days to which employees with appeals may be slotted; (ii) to keep the individual hearings to approximately four (4) hours maximum; (iii) the arbitrator being required to submit a decision within 48 hours; (iv) no written briefs shall be submitted. Under VSET, the Educator Evaluation, the Peer Evaluation, the Growth Plan, Student Achievement and the Summative Teacher Report shall be treated as separate grievance events. a. Identification E. Unscheduled observations for the purpose(s) of formal evaluation shall be conducted with the full knowledge of the problem(s)one being evaluated. b. Evidence F. In general, conferences conducted in accordance with VSET are for improvement and review and are not meetings where the right to representation applies. However, where, under the standards for termination established in state law and this agreement, a teacher has a reasonable belief that a scheduled evaluation conference could result in the evaluator had conferred with teacher’s employment being terminated as a result of the evaluation being completed, the teacher regarding area(s) of concernshall have the right to representation. c. Evidence G. As required by law, a teacher with tenure who receives a summative rating of unsatisfactory for two consecutive years or a needs improvement for three consecutive years or any combination thereof during a 3-year period shall not be reappointed. H. The parties agree that should at any time the evaluator's attempt(s) Florida law applicable to assist such procedures be changed by the teacher Florida Legislature or overturned by a court decision with all appeals having been exhausted, then the Superintendent shall reconvene the VSET steering committee, which will proceed to consider whether any modifications to the procedures are necessary or advisable, and if so what those modifications should be. The committee and the parties will follow the process set out in improving their performanceparagraph B. above. In addition, the parties will meet to discuss whether any amendment to this Article is necessary.

TEACHER EVALUATION. A. Supervision The Evaluation instrument titled “Athol Teacher and Caseload Educator Evaluation Language” is hereby incorporated into this Agreement by reference. The Association and Superintendent shall meet annually for purposes of teachers will reviewing the evaluation instrument and procedures. Any substantive changes must be conducted professionallyratified by both parties. In accordance with the “Athol Teacher and Caseload Educator Evaluation Language”, openlyrating impact on student learning growth, using student feedback in educator evaluation, and with full knowledge of using staff feedback in administrator evaluation must be bargained using the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. DESE model language. A. Teachers shall will be given a copy of any evaluation report prepared by an evaluator their superior and will have the right to discuss such report with their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E.superiors. 1. B. Teachers will have the right, upon forty-eight (48) hour written requestrequest (exclusive of vacations, holidays, and weekends) to review the contents of their personnel file. 2. No A teacher will be entitled to have a representative of the Association accompany him/her during such review. It is the teacher's responsibility to review the personnel file. If, in the teacher's view, material placed in his/her file is derogatory to a teacher's his/her conduct, service, character, or personality personality, he/she may submit a written answer to such material and his/her answer will be placed in reviewed by the Superintendent and the teacher's answer will be attached to the original material. Upon reviewing the personnel file unless folder, the teacher shall signify he/she has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the enclosed material by affixing their his/her signature and the date of review to each document contained in the copy to be filed folder with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration administration by any parent, student, or other person will be promptly called to the attention of a teacher. When a complaint relates to any incident which took place in the course of the teacher. The name 's professional duties, the teacher will promptly be advised of the identity of the complainant and the date of complaint. It is understood that any complaints brought under the district's Sexual Harassment or Parental Complaint policies against any employee covered by the terms of this agreement shall be given limited to those complaints which arise only from those behaviors which occur within the scope of an employee's professional duties. It is also understood that no employee shall be disciplined or rebuked in any manner by any supervisor for making any report (including a report of a violation of the application of the foregoing policies), or for filing a complaint under these policies. When a complaint is made by a parent, student or other person against an employee, the employee shall: 1. be notified of the charge or charges made against him/her, and the identity of the complainant or complainants within 48 hours of the filing of any complaint. 2. have the right to access, receive copies of, and respond to all documents and/or charges related to the teachercomplaint. 3. If a negative assessment is indicatedbe notified in writing of, and have the evaluator's written comments must contain relevant data that supports that negative assessmentright to attend any and all meetings and/or hearings relative to the complaint. 4. Supportive data should include (but not be limited to):have the right to appeal any disciplinary or other adverse employment action taken against him/her. a. Identification D. The Association recognizes the authority and responsibility of the problem(s). b. Evidence that the evaluator had conferred with the principal for disciplining or reprimanding a teacher regarding area(s) for delinquency of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their professional performance.

TEACHER EVALUATION. A. Supervision (1) Teachers shall be evaluated only by persons certified by the New Jersey State Board of teachers will Examiners to supervise instruction. (2) Teachers shall be conducted professionallygiven copies of class visits (observation reports) and the annual performance reports (evaluation reports). No report shall be submitted to the central office, openly, and with full knowledge of placed in the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of ’s file or otherwise acted upon without prior conference with the teacher. Teachers will be asked to sign completed reports as an indication that they have been seen and discussed. In the event a teacher refused to sign the completed report, then a notice regarding the refusal shall be given a copy placed on the report by the Superintendent of any evaluation Schools after consultation with said teacher. (3) All teachers (tenure and non-tenure) in the Somerville Public Schools shall have one annual performance report prepared for the Superintendent of Schools. Such reports on non- tenure teachers and tenure teachers are to be completed and forwarded to the Superintendent of Schools on or before April 30 of each year. Notice of non-renewal of non-tenured staff (when required by an evaluator law) shall be provided by May 15. The evaluations may be completed by the following individuals: High School - District-wide Supervisors and/or Building Principal and/or Vice Principal and/or Assistant Principal Middle School -Building Principal and/or Assistant Principal and/or District-wide Supervisors Van Derveer School -Building Principal and/or District-wide Supervisor/Director of Special Services Health/Nursing Services - District-wide Supervisor and/or Building Principal Pupil Personnel Services - District-wide Supervisor/Director of Special Services or by any other staff member who is a properly certified supervisor, and will have who is designated by the Superintendent of Schools. The Superintendent of Schools and the Director of Curriculum, Instruction and Technology shall reserve the right to discuss their reportobserve and/or evaluate any staff member at any time. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure Each Building Principal shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have reserve the right to submit observe and evaluate any professional staff member assigned to his/her building at any time. Any other staff member who is properly certified by the New Jersey State Department of Education and whose employment duties require the supervision of a written answer to such material and their answer particular program or its staff, shall be reviewed authorized, with the prior approval of the Superintendent of Schools, to observe and evaluate such professional staff members. Each non-tenure teacher shall be formally observed based upon a minimum of three visitations and each tenure teacher shall be formally observed based upon a minimum of one visitation by an appropriate supervisor designated above as an evaluator. The positions shall be as indicated on the organizational chart in effect. All attempts shall be made by the Superintendent Supervisor to have observations spaced over a period of time to be covered by the annual evaluation. For non-tenure teachers, one observation shall occur during September or October, one in November or December, and attached one in January or February. For tenure teachers, one observation shall occur between September and February. Formal conferences on evaluation and observation reports for all certificated staff are required. Staff rebuttal to evaluations, if any, shall be made within fifteen (15) calendar days of receipt of evaluation. Copies of all observation and evaluation reports shall be signed by both the supervisor and teacher as an indication that they have received the form. Copies of all observation reports shall be made available to the file copy. C. Any serious complaints regarding a teacher made to any member within ten (10) school days after observation. Copies of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant individual observation and evaluation reports shall be given to the teacher. If a negative assessment is indicatedSuperintendent of Schools, the evaluator's Building Principals, Subject Supervisors, where appropriate, and the teachers. The teachers must have a copy of the observation or evaluation report the day before the formal conference is held. All attempts should be made to have each observation cover a period of approximately forty (40) minutes. The procedures outlined above are considered minimum for observation and evaluation purposes and do not preclude additional observation and evaluation by the supervisor listed previously at any time during the school year. For purposes of carrying out the requirements outlined above, job descriptions shall be developed in consultation with the evaluation committee of the A. for the guidance of all teaching staff members as may be necessary and appropriate and shall be, at this time or subsequently as developed, become part of this policy. In addition, copies of the attached documents, entitled “Teacher Observation Report,” “Teacher Annual Performance Report,” shall be made part of this policy for the purposes of implementing the procedures outlined above. The annual written comments must contain relevant data that supports that negative assessment. Supportive data should include (performance report shall be prepared by a certified supervisor who has participated in the evaluation or the teaching staff member and shall include, but not be limited to):: a. Identification (1) Performance areas of strengths; (2) Performance areas needing improvement based upon the job description; (3) An individual professional improvement plan developed by the supervisor and the teaching staff member; (4) A summary of available indicators of pupil progress and growth (as defined in N.J.A.C. 6:8- 3.4) and a statement of how these indicators relate to the effectiveness of the problem(s).overall program with which the teaching staff member is involved; b. Evidence that (5) Provision for performance data which has not been included in the evaluator had conferred with report prepared by the teacher regarding area(ssupervisor should be entered into the record by the evaluated within ten (10) of concern. c. Evidence working days after signing of the evaluator's attempt(sreport. The annual summary conference between supervisors and teaching staff members shall include, but not be limited to: (1) A review of the performance of the teaching staff member based upon the job description; (2) Review of the teaching staff member’s progress toward the objectives of the individual professional improvement plan developed at the previous annual conferences; (3) Review of available indicators of pupil progress and growth toward the program objectives; (4) Review of the annual written performance report and the signing of this report within five (5) working days of the review. These evaluations, policies, and procedures of the Somerville Board of Education are intended to assist be minimum, non-limiting requirements for the teacher in improving their performance.evaluation of its teaching staff members. In order to carry out the requirements of supervision and evaluation of teaching staff members of the school district, the Board of Education designates those individuals holding the following positions to supervise instruction: (1) Superintendent of Schools (2) (3) Director of Curriculum, Instruction and Technology; All Building Principals;

TEACHER EVALUATION. A. Supervision The Association and its members recognize the necessity of teachers will a program for the evaluation of the teachers’ performance of professional duties. Correspondingly, the Board recognizes the interest and concern of the Association and its members in such a program. Accordingly, the Board agrees that all monitoring and/or observation of the work performance of the teacher shall be conducted professionally, openly, openly and with the full knowledge of the teacher; any serious complaint(s) . Should the methods of observing the teacher’s performance include electronic equipment, its use shall be agreed upon between the teacher and the evaluator in advance of any supervisor regarding observation. Evaluation material gathered as a result of the use of electronic equipment may be referenced in the evaluation document and/or used for determining prescriptions and teacher success in meeting such prescriptions. B. The Association and the Board recognize two types of evaluation: a) evaluation for professional growth which tenured teachers shall undergo once every three years and b) administrator-initiated evaluations which may be undertaken at any time. The criteria specified in the 1979 Teacher Evaluation Handbook shall be the basis for either type of evaluation, except as specified below. 1. The evaluation options identified in the 1979 Teacher Handbook may still be chosen in addition to the legally required administrative evaluation. If the peer, self or student options are chosen to supplement the administrative evaluation, these additional evaluations will not go into the teacher’s file unless requested by the teacher. If the law is changed to allow options for tenure teachers, the language in B1 and 2 will revert back to the language contained in the July 1, 1994 contract. 2. In evaluations, it is recognized that the person primarily responsible for the evaluation of teacher performance shall be promptly called the teacher’s principal; however, other administrative personnel may participate in the evaluative process upon the request of either the teacher or the building principal. Other persons possessing expertise in the teacher’s assignment area may participate in the evaluative process when agreed to by the attention teacher and the evaluator in advance of any observation. a. The evaluation of teacher performance shall be directed toward the improvement of performance and toward assisting the individual teacher to correct and improve in the areas identified as needing improvement in the written evaluation. b. An administrator-initiated evaluation of the teacher’s performance shall not be deemed valid nor shall it be placed in the teacher’s personnel file unless the following conditions have been met: (1) The evaluator shall notify the teacher in advance that an evaluation will be conducted. Teachers The criteria used in the evaluation shall be given a copy those specified in the 1979 Teacher Evaluation Handbook. In addition, the teacher may submit supplementary evaluation criteria which in his/her professional judgment should be used in the evaluation process. By mutual agreement between the teacher and the supervisor other evaluative criteria may be used in addition to or in lieu of those criteria specified in the 1979 Teacher Evaluation Handbook. (2) The teacher shall be observed in the classroom at least once prior to the formulation of any evaluation report prepared by an evaluator and will evaluative conclusions. Following each observation, the teacher shall have the right to request, and shall receive within seven (7) calendar days of said request, a review of the observation. (3) The teacher and the administrator will meet at least once outside of the classroom during the observation process to discuss their reportthe evaluator’s initial impressions. At such interview, the teacher shall have full opportunity to comment upon the criteria used on the validity of the evaluator’s initial impressions. (4) After the interview, the evaluator shall prepare a formal written evaluation report which shall include the criteria used in the evaluation, the findings of the evaluator based upon the observation and the interview, and any other facts which were relied upon in developing the final evaluation conclusions. (5) A copy of the final written evaluation report shall be given to the teacher who shall acknowledge receipt of said evaluation report in writing. The evaluator teacher shall have seven (7) school days after receipt of the report to object thereon. Any objection filed by the teacher shall be in writing and shall be attached to the evaluation document. The teacher shall specify the portions of the evaluation report the teacher finds objectionable. At the teacher’s request, the objection filed under this Article may be processed as a grievance and filed at Step 1 of the grievance process. (6) Tenure teachers shall be evaluated at least once in each three (3) year period. c. Teachers will be told the reason(s) the supervisor finds it necessary to perform an evaluation outside of the normal evaluation cycle. 3. Existing evaluation forms will be modified to reflect “satisfactory,” “unsatisfactory” or “not observed” ratings of a teacher’s performance. C. No teacher shall be reprimanded, disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such reprimand, discipline, or reduction in rank, compensation, or advantage, including an adverse evaluation of teacher performance or violation of professional ethics asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth; provided, however, that any matter within the jurisdiction of the Michigan Teacher Tenure Act may be processed through Step 3 of the professional grievance procedure but shall not be arbitrable. The “just cause” standard shall not apply to the non-renewal or termination of a probationary teacher (hired on or after July 1, 2009) in his/her first two (2) years of probationary service. Evaluation procedures for all probationary teachers shall be as specified in this Article. D. Probationary teachers shall be evaluated at least once in each school year by the principal or the immediate supervisor or designee. Each evaluation must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvementinclude a minimum of two (2) observations. 1. Beginning in For those probationary teachers hired at the 1997-98 beginning of the school year, the first observation shall be conducted by the end of the second full week in November and the second observation shall be conducted by March 31. The written evaluation must be shared with the teacher in a meeting held no later than April 15. For those teachers employed after the beginning of the school year, the first observation shall be conducted within the first eighty (80) school days of employment. The second observation shall be concluded not less than ninety (90) calendar days prior to the anniversary date of employment. The teacher and administrator may mutually agree, in writing, with notice to the Association, to extend the timelines in this section, but in no case shall an evaluation of a probationary teacher be extended past April 30 [or sixty (60) calendar days prior to the anniversary date of employment for those teachers hired after the beginning of a school year]. 2. A copy of each evaluation shall be provided to the probationary teacher. 3. In the event the probationary teacher is denied tenure or is served with notice of dismissal, said action shall be subject to the professional grievance procedure hereinafter set forth, but shall not be arbitrable. E. Deviations from, or additions to, the procedures outlined in the document entitled Supervision 1979 Teacher Evaluation Handbook shall be mutually agreed to in writing by the Board’s designee and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision 16.1 The parties will comply with prevailing requirements of Ohio Revised Code, including but not limited to 3319.111 and 3319.112, in the implementation of a teacher evaluation system. 16.2 Not later than September 15, 2012, an Evaluation Committee shall be formed consisting of the Superintendent (or his/her designee), four administrators appointed by the Superintendent, the Association President and four bargaining unit members appointed by the Association President. The purpose of the Committee shall be to draft a standards-based teacher evaluation policy and procedures that conform with the evaluation of teachers will be conducted professionallydeveloped under Sections 3319.111, openly, and with full knowledge 3319.112 of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called ORC. 16.3 The committee will report back to the attention NOEA and Board Negotiation teams by March 31, 2013. The negotiation teams will present their recommendation to the Superintendent no later than May 1, 2013. 16.4 The Superintendent shall present the negotiation teams’ recommendation for a draft evaluation policy and procedures to the Board for adoption no later than June 1, 2013, and, upon the Board’s adoption, shall become the evaluation policy of the teacher. Teachers shall be given a copy district on July 1, 2013. 16.5 At the end of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the Evaluation Committee may make recommendations for revisions to the policy to the NOEA and Board Negotiation teams, based on an analysis of the 2013-14 school year. The Superintendent shall present any recommendation for changes to the evaluation policy and procedures outlined in to the document entitled Framingham Evaluation Instrument will be used Board for adoption no later than June 1, 2014. If revisions are made, the revised evaluation policy shall become the evaluation policy applicable to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by tutors of the Association President; 3 principals appointed district on July 1, 2014. 16.6 If the Board accepts the proposed recommendation for the revised evaluation policy and procedures as presented by the Superintendent along based on the Negotiating team’s recommendation there will be no requirement for ratification. However, if changes are made by the Board that are not consistent with the Assistant Superintendent Negotiating team’s recommendations regarding the revised evaluation policy and 16.7 Once the evaluation policy is adopted by the Board, all evaluation procedures shall be included in the Collective Bargaining Agreement. Said procedures shall supersede and replace the evaluation system used during the 2012-13 and 2013-14 school year and shall be fully implemented for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co2014-chaired by an Association and administration appointee) will 15 school year. 16.8 The consulting teachers’ positions shall be eliminated at the close of the 2015-16 contract year. THE OTES committee shall meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve current appraisal system with any changes in the proceduressubject to ratification and Board approval. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality OTES enhancement for tuition reimbursement will be placed in the personnel file unless the teacher has had an opportunity reduced from $500 to review the material$250. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person Observations during deferred years will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicatedinformal/walkthrough, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include and PAR will remain as current contract language (but not be limited to): a. Identification of the problem(sCCL). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision It is the administration's responsibility, assist teachers in becoming oriented to the evaluation process and to improve instruction through observation of teachers the teacher's work and providing written summaries of those observations together with any recommendations the administrator may have for the teacher. B. Each bargaining unit member will be apprised of his/her teaching responsibilities. Teachers will also be apprised of any additional responsibilities and evaluation criteria at the commencement of the school year or when otherwise appropriate. C. All monitoring or observation of the work performance of a teacher shall be conducted professionally, openly, openly and with full knowledge of the teacher; any serious complaint(s. D. The administration shall base its evaluation of teacher performance on formal and informal observation and other disclosed methods of evaluation. ▇. ▇▇▇▇▇ to June 1, the administration shall prepare and submit written evaluations per Article VII.G. below. If the administrator believes a teacher is doing unacceptable work, the administrator (and where appropriate with teacher input) of any supervisor regarding performance shall identify areas needing improvement and shall set forth ways in which the teacher is to improve and the assistance which will be promptly called provided for attaining said improvement. Failure to the attention of the teacher. Teachers shall use reasonable techniques for improvement which were suggested or mutually agreed to will be given documented by written report, a copy of which will be submitted to the teacher. F. If an evaluation points out questionable characteristics of the teacher in any evaluation report prepared by an evaluator manner and the teacher does not agree with the evaluation, the teacher will have the right opportunity to discuss their report. The evaluator must confer answer the evaluation in writing to the appropriate administrator, with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning a copy placed in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their teacher's personnel file. 2G. The building principal and the appropriate administrator are responsible for executing a written evaluation of all personnel in his/her building at least once every three (3) years. No material derogatory to a teacher's conduct, service, character, or personality The Board will inform the Association within the first five (5) weeks of school which administrator will be placed in designated to execute the personnel file unless evaluation of all Special Education, 1. Acquainting employees with evaluation devices and procedures during the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.first five

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Rhode Island Model Teacher Evaluation form attached and Support System Edition IV, or current edition as it may change from time to time. B. Support professionals shall be evaluated using the Rhode Island Model Support Professional Evaluation and Support System Edition III, or current edition as it may change from time to time. C. Any teacher or support professional new to the district shall be evaluated regardless of their evaluation rating in any previous district. Annual evaluations shall continue for the first two years for those teachers who have earned tenure in a previous Rhode Island district and for the first three years for those teachers who did not earn tenure in a previous Rhode Island district. D. Notwithstanding the provisions above, all non-tenured teachers and non-tenured support professionals shall be evaluated annually. E. Notwithstanding the provisions above, a teacher or support professional shall be evaluated during their first year teaching under a new teaching certificate regardless of tenure. F. Areas of the Rhode Island Model Teacher Evaluation and Support System that call for Local Education Agency (LEA) flexibility shall be addressed by the District Evaluation Committee including: pre- and post- conferences, complementary evaluators, providing procedural safeguards to ensure the integrity of the system, the length of evaluation conferences, school- wide approaches to professional growth goals, the scheduling of announced visits, artifact review processes and timelines, and Student Learning Objective (SLO) process. Flexibility decisions approved by the District Evaluation Committee, as they may change from time to time, shall be considered an addendum to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along All documents associated with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure flexibility decisions shall be replaced with posted on the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel filedistrict website. 2. No material derogatory to a teacher's conductG. A District Evaluation Committee (DEC), service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by consist of the Superintendent and attached Association President or his/her designee from the elected executive board. The Superintendent and President will duly appoint a school-based administrator, three classroom teachers, and a support professional. The duties and responsibilities of the DEC shall be as follows: • Identify and plan for necessary training/support to certified district staff and their evaluators who are new to the file copydistrict each year. • Solicit and review ongoing feedback to consider improvements and implement changes to the district’s implementation plans. • Develop and implement an appeals process to ensure the integrity of the evaluation system, as required by RIDE guidelines, but subject, however, to the provisions in paragraph D below. C. Any serious complaints regarding H. Teachers may challenge their final effectiveness rating through the appeals process determined by the DEC; provided however, that any results of said appeals process are non- binding on the Superintendent and Committee, and are purely advisory to the Superintendent, who shall have final authority to accept or reject, in whole or in part, all results of the appeals process. Should a teacher made be aggrieved by the Superintendent’s determinations as to any member of the Administration by any parenthis evaluation, student, or other person will be promptly called then he shall resort to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s)grievance and arbitration procedures in this Agreement by submitting his grievance at Step 3. b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared evaluated in accordance with the Volusia System for Empowering Teachers (VSET), Chapter 1012.34 F.S. and other applicable state statutes and regulations. All observations shall be conducted by an evaluator trained and will have vetted annually by the right to discuss their reportCoordinator of Employee Performance. All observation cycles and the Deliberate Practice Plan (DPP) must be completed at least two weeks before the last student day. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respectinstructional practice (observation cycles and Deliberate Practice Plans) portion of the evaluation score will be provided to teachers before the end of the school year. The Final Summative Report will be provided after receipt and calculation of the Student Growth Measure and Value-added portion. The Student Growth Measure portion shall be completed within 2 weeks of the arrival of the data from the state, explain every evaluationunless technical problems delay the process, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will teachers shall be used to evaluate all employees given notice of the Associationfinal calculation as soon as practical using appropriate technology. Nurses will be evaluated Notice by email using the School Nurse Evaluation form attached to this contract. Beginning in district’s email system shall be acceptable. B. The Superintendent and the 2013-14 school yearUnion president shall jointly appoint a VSET steering committee of an equal number of teachers, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals Union president, and administrators, appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and superintendent. The committee shall be co-chaired by one representative appointed by the superintendent and one representative appointed by the Union president. The committee shall be responsible for an Association annual review of VSET, shall develop the process for appeals as referenced in section D below, and administration appointee) make any recommendations for modifications or changes to a district level administrator and the Union president who shall review the recommendations and present a recommendation to the superintendent. The superintendent shall take the recommendation under advisement when forming their final recommendation to the board. In the absence of a recommendation from the committee, or should the superintendent disagree with the committee recommendation and decide to take other action, the superintendent will meet notify the Union of their intended action at least once a year to review and make recommendation for revising our procedures to the Association and two weeks before any action by the School CommitteeBoard and meet with the Union president to discuss the matter if requested to do so. Both bodies must approve any changes in Should the procedures. The Evaluation instrument union disagree with the superintendent’s final recommendation, it shall retain all rights under Chapter 120, F.S. and procedure all other applicable state statutes and regulations. C. As soon as it is completed, all documents related to VSET shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1maintained on a secured district data management system for which each teacher shall have access to their VSET files. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates Electronic acknowledgement does not necessarily indicate agreement with the contents thereofcontent of said documents. The teacher will also have Teachers shall retain the right to submit a written answer rebuttal which shall become a part of the evaluation record. D. While the professional judgment of a supervisor is not grievable, should the teacher believe that any portion of the VSET process as described in the VSET handbook has been violated, they shall follow any appeals process in the handbook before proceeding to the grievance process under Article 23. The timeline in Article 23 will be considered to begin after the appeals process is completed. Any cycle that does not count toward the summative report of the teacher shall not be grievable. Any grievance filed on behalf of any employee who receives a summative report rating of needs improvement or unsatisfactory shall begin at step 3 of the grievance process. All such material and their answer grievances shall follow the grievance process in Article 23. A response shall be reviewed provided within five (5) days. The parties agree that if a technical correction will bring the evaluation in question into compliance with the evaluation procedure, such a correction may be made. If the matter is submitted to arbitration, the parties shall work together to facilitate the process. Notice to go to arbitration shall be made within 5 working days. Subsequent to the ratification and adoption of this agreement, the district and the union shall meet to discuss whether an expedited arbitration process will be utilized, and if so, under what terms. Options considered by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parentparties will include, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to):: (i) to pre-select a panel of arbitrators and contact them to establish potential calendar of arbitration days to which employees with appeals may be slotted; (ii) to keep the individual hearings to approximately four (4) hours maximum; (iii) the arbitrator being required to submit a decision within 48 hours; (iv) no written briefs shall be submitted. Under VSET, the Educator Evaluation, the Deliberate Practice Plan, Student Growth Measure and the Summative Teacher Report shall be treated as separate grievance events. a. Identification E. Unscheduled observations for the purpose(s) of formal evaluation shall be conducted with the full knowledge of the problem(s)one being evaluated. b. Evidence F. In general, conferences conducted in accordance with VSET are for improvement and review and are not meetings where the right to representation applies. However, where, under the standards for termination established in state law and this agreement, a teacher has a reasonable belief that a scheduled evaluation conference could result in the evaluator had conferred with teacher’s employment being terminated or as a result of the evaluation being completed, the teacher regarding area(s) of concernshall have the right to representation. c. Evidence G. As required by law, a teacher with tenure who receives a summative rating of unsatisfactory for two consecutive years or a needs improvement for three consecutive years or any combination thereof during a 3-year period shall not be reappointed. H. The parties agree that should at any time the evaluator's attempt(s) Florida law applicable to assist such procedures be changed by the teacher Florida Legislature or overturned by a court decision with all appeals having been exhausted, then the Superintendent shall reconvene the VSET steering committee, which will proceed to consider whether any modifications to the procedures are necessary or advisable, and if so what those modifications should be. The committee and the parties will follow the process set out in improving their performanceparagraph B. above. In addition, the parties will meet to discuss whether any amendment to this Article is necessary.

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make a recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. 3. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other another person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision As a result of teachers legislative changes to MCL380.1248 and MCL 380.1249 passed in December of 2023, the District and the Association have collaborated on, and mutually agreed to the framework, process, procedures, timelines, and formulas (student growth and summative rating) for the teacher evaluation process commencing with the onset of the 2024-2025 school year. The terms are defined in the Midland Public Schools Teacher Evaluation Handbook and will be linked on the District website. The Midland Public Schools Teacher Evaluation Handbook will be made available to each teacher digitally (or in print form upon request) before the first student day of each school year. A. The purpose of teacher evaluation is to improve the educational program in the Midland Public Schools. B. The evaluation of the work of all teachers is a responsibility of the administration. C. The teaching performance of all teachers shall be evaluated using a mutually agreed upon evaluation tool. Evaluations shall be conducted professionallyby the teacher's immediate supervisor, openlyan administrator working in the same building, the superintendent or an administrative designee from the staff of the District. D. Mutually agreed upon timelines are defined in the Midland Public Schools Teacher Evaluation Handbook (Section: 5D+ Inquiry Process and with full knowledge Annual Evaluation Timeline). E. Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher; any serious complaint(s) 's professional responsibilities and exercise of any supervisor regarding performance shall be promptly called to professional judgment. F. All mutually agreed upon monitoring and observation procedures are defined in the attention of the teacherMidland Public Schools Teacher Evaluation Handbook (Section: 5D+ Inquiry Process and Annual Evaluation Timeline). Teachers shall will be given a copy of any summative evaluation report prepared and signed by an evaluator their evaluators and will have the right to discuss such report with their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning evaluators. G. Probationary teaching status is defined in the 1997Michigan Teacher Tenure Act as four years for newly hired, non-98 school yearMichigan tenured teachers and two years for newly hired, the Michigan-tenured teachers. During probationary years, teachers will be observed according to mutually agreed upon procedures outlined defined in the document entitled Supervision and Evaluation Procedures for the Framingham Midland Public Schools Teacher Evaluation Handbook (Section: 5D+ Inquiry Process and Annual Evaluation Timeline). H. The mutually agreed upon frequency of observations and procedural protocols are defined in the Midland Public Schools Teacher Evaluation Handbook (Section: Annual Evaluation and 5D+ Inquiry Process and Annual Evaluation Timeline). I. The teacher's overall performance will be used to evaluate all employees characterized by one of three ratings: effective, developing, or needs support. This does not limit the Association. Nurses will be evaluated using use of other descriptive terms within the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel fileevaluation. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. J. Any serious complaints regarding a teacher made to any member of the Administration administration by any parent, student, or other person which will be promptly considered in evaluating said teacher's performance will be called to the teacher's attention no later than the mid-year review for occurrences in Semester #1 or prior to the completion of the summative evaluation in Semester #2. K. Each teacher will have the right, upon request, to review the contents of the teacher's own personnel file. The name A representative of the complainant shall be given to Association may, at the teacher. If a negative assessment is indicated's request, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist accompany the teacher in improving their performancesuch review. The review will be made in the presence of the administrator responsible for the safekeeping of such file. Privileged information, such as confidential credentials and related personal references obtained at the time of initial employment, are specifically exempted from such review. The administrator will remove such credentials and confidential reports from the file prior to the review of the file by the teacher. L. Teachers that are rated as ‘Developing’ or ‘Needs Support’ will be provided the mutually agreed upon supports as defined in the Midland Public Schools Teacher Evaluation Handbook (Section: 5D+ Inquiry Process and Annual Evaluation Timeline and Factors and Process for Determining Teacher Effective - Summative Scoring). The District reserves its right, notwithstanding this Article, to dismiss a teacher for just cause as provided under the Michigan Teacher Tenure Act. M. Mutually agreed upon appeal procedures are defined in the Midland Public Schools Teacher Evaluation Handbook (Section: Appeal Process). Nothing contained in Article XI, section M., (or the Appeal Process in the Handbook) will deprive the District of any rights which it has under the Michigan Teacher Tenure Act or under other Articles of this Agreement. The District and the Association agree that the Midland Public Schools Teacher Evaluation Handbook will not be amended unless through either Contract Review or the collective bargaining process.

TEACHER EVALUATION. A. Supervision 5.1 The frequency of evaluations for tenured and non-tenured teachers will be conducted professionallyshall comply with the Illinois School Code, openly105 ILCS 24A. 23 Administrative Code, Part 50, and the District Evaluation Plan. 5.2 At the start of the school term (i.e. the first day students are required to be in attendance), the District must provide specific, written notice regarding performance evaluation to each affected teacher. The Notice shall include a copy of the rubric to be used to rate the teacher to determine performance rating, summary of the manner in which student growth and professional practice to be used in the evaluation relate to the performance ratings, and a summary of the district’s procedures related to the provision of professional development in the event a teacher receives a “needs improvement” or remediation in the event a teacher receives an “unsatisfactory” rating to include evaluation tools to be used during the remediation period. No evaluation may take place until the Building Principal or immediate supervisor acquaints each teacher under his supervision with the evaluation procedures, standards and instruments, and he/she shall advise each teacher as to who will observe and evaluate his/her performance. 5.3 The administrator shall evaluate each teacher in writing, using an evaluation instrument developed in cooperation with the Association. Each formal evaluation shall be preceded by an in-class observation of the teacher’s performance. All scheduled observations shall be done with the full knowledge of the teacher; any serious complaint(steacher with the teacher given three (3) teaching days’ prior notice. At the request of any supervisor regarding performance either party, a committee of administrators and association members shall review the teacher evaluation instrument. Any changes to the Evaluation Plan during the life of this contract will be made by the PERA Joint Committee and presented to the Association for recommendations at least thirty (30) days before such changes become effective. 5.4 A post-observation conference to discuss the evaluation shall be promptly called held within ten (10) school days following the latest observation episode included under said evaluation. This meeting may be postponed by mutual agreement. In the event of failure to mutually extend the time, the said evaluation is void. A copy of the evaluation shall be provided the teacher subsequent to the attention evaluation conference. 5.5 An administrator who is a qualified evaluator shall provide the teacher both constructive assistance to improve the quality of teaching as well as a written statement of deficiencies. Suggestions for improving deficiencies will be offered by the evaluator in writing, recognizing that the primary responsibility for improvement rests with the teacher. Teachers The evaluator will also discuss the ramifications of these deficiencies both in relationship to instruction and to remediation. The teacher may provide the qualified evaluator additional information (evidence) or explanations about the lesson presented. 5.6 The teacher shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with attach an explanation to any teacher whose service has been rated unsatisfactory adverse evaluations or other negative materials including those specified in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning 5.7 that are placed in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their his/her personnel file. 25.7 The evaluator’s criteria and instrument shall not be grievable. No material derogatory to a teacher's conduct, service, character, or personality The procedural steps as contained in this Agreement may be grievable. 5.8 It is understood that all evaluations will be placed in the personnel file unless occur only while the teacher has had an opportunity to review is performing services for the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copyDistrict. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge All monitoring of the teacher; faculty lounge, classrooms, or any serious complaint(s) of any supervisor regarding performance teacher meeting by electronic devices shall be promptly called to the attention of forbidden, unless requested in advance by the teacher. Teachers shall be given a copy Any security monitoring of any evaluation report prepared by an evaluator and computer labs will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will not be used for teacher evaluation or teacher discipline, as these systems are intended to evaluate all employees of protect the Associationlab equipment from vandalism. Nurses If the computer lab is used as an everyday classroom, (ex. 8th grade computer class) the security monitoring will only be evaluated using turned on at the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure teacher’s request. B. Each teacher shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, request and within five (5) working days to review in the presence of a supervisor, the contents of their his/her own personnel file. A representative of the Association may be requested to accompany the teacher in such review. Such request to be made, in writing, to the Principal or Superintendent. C. If a teacher is reprimanded, he/she is entitled to request in writing that a member of the Association review the reasons for the reprimand with the school administrator. D. Involvement in extracurricular activities shall not be a factor in classroom evaluation. E. Prior to the first evaluation, the Board will have available in each building the criteria by which the staff will be evaluated. F. All evaluations shall be based upon the Teacher Evaluation Procedures in this contract. G. The teacher has the right to request Association representation to be present at any Individual Development Plan meeting or Individual Assistance Plan meeting. However, it is recognized that these plans cannot be grieved, as that it would violate current State Law. The following parts will used to evaluate all teachers. 1. Self-assessment (of lesson observed and yearly) 2. No material derogatory Goal Setting- should be developed to a teacher's conduct, service, character, or personality better enable the teacher to increase student achievement. There will be placed in a meeting with building administrator to go over goals near the personnel file unless beginning of the teacher has had year and near the end of the year. Goals will consist of the following:  Goal  Purpose of the goal  Teacher plan to accomplish the goal  Resources, if any needed to accomplish the goal  Assessment of the goal 3. Data Piece Can consist of: MEAP, ACT/MME, Pre/Posttest/other mutually agreed upon. 4. Classroom observation Teacher Date Key: I=Ineffective ME= Minimally effective E=Effective HE=Highly effective Planning and Preparation I ME E HE Demonstrates knowledge of Content and Teaching Methods Demonstrates knowledge of Students Demonstrates knowledge of resources Designs Coherent Instruction Assesses Student Learning Shows evidence of long range planning Shows evidence of daily planning Classroom Environment Creates an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature Environment of Respect and Rapport Manages Classroom Procedures Manages Student Behavior Manages materials and supplies Manages transitions Demonstrates Expectations for learning and achievement Instruction Communicates clearly directions and procedures Communicates clearly oral and written language Uses quality questions Uses discussion techniques Encourages student participation Activities and assignments are appropriate to the copy lesson Provides constructive feedback to be filed students Demonstrates flexibility Grades fairly and consistently Professional Responsibilities Demonstrates Accuracy in information Demonstrates Accuracy in student evaluation Demonstrates Timely record keeping Maintains Communication with students and parents Maintains Relationship with colleagues Participates in school and district projects during the express understanding that such signature working day. Maintains Development of professional growth Shows professionalism in no way indicates agreement with the contents thereofdecision making 5. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.Written evaluation

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared evaluated in accordance with the Volusia System for Empowering Teachers (VSET), Chapter 1012.34 F.S. and other applicable state statutes and regulations. All observations shall be conducted by an evaluator who has been trained and will have vetted annually by the right to discuss their reportCoordinator of Employee Performance. All observation cycles and the deliberate practice plan (DPP) must be completed at least two weeks before the last student day. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respectinstructional practice (observation cycles and Deliberate Practice Plans) portion of the evaluation score will be provided to teachers prior to the end of the school year. The Final Summative Report will be calculated and provided after receipt of the Value-Added portion. The Value-Added portion shall be completed within 2 weeks of the arrival of the data from the state, explain every evaluationunless technical problems delay the process, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will teachers shall be used to evaluate all employees given notice of the Associationfinal calculation as soon as practical using an appropriate technology. Nurses will be evaluated Notice by email using the School Nurse Evaluation form attached to this contract. Beginning in district’s email system shall be acceptable. B. The Superintendent and the 2013-14 school yearUnion president shall jointly appoint a VSET steering committee made up of an equal number of teachers, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals Union president, and administrators, appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and superintendent. The committee shall be co-chaired by one representative appointed by the superintendent and one representative appointed by the Union president. The committee shall be responsible for an Association annual review of VSET and administration appointee) make any recommendations for modifications or changes to a district level administrator and the Union president who shall review the recommendations and present a recommendation to the superintendent. The superintendent shall take the recommendation under advisement in forming his/her final recommendation to the board. In the absence of a recommendation from the committee, or should the superintendent disagree with the committee recommendation and decide to take other action, the superintendent will meet notify the Union of his/her intended action at least once a year two weeks prior to review and make recommendation for revising our procedures to the Association and any action by the School CommitteeBoard, and meet with the Union president to discuss the matter if requested to do so. Both bodies must approve any changes in Should the procedures. The Evaluation instrument union disagree with the superintendent’s final recommendation, it shall retain all rights under Chapter 120, F.S. and procedure all other applicable state statutes and regulations. C. As soon as it is completed, all documents related to VSET shall be replaced with maintained on a secured district data management system for which each teacher shall have access to his/her VSET files. When the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1system is ready to support, electronic signatures shall be permitted. Teachers will have With the rightexception of the Deliberate Practice Plan, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates does not necessarily indicate agreement with the contents thereofcontent of said documents. The teacher will also have Teachers shall retain the right to submit a written answer rebuttal which shall become a part of the evaluation record. D. While the professional judgment of a supervisor is not grievable, should the teacher believe that any portion of the VSET process as described in the VSET handbook has been violated, they shall follow any appeals process in the handbook prior to proceeding to the grievance process under Article 23. The timeline in Article 23 will be considered to begin after the appeals process is completed. Any cycle that does not count to the summative report of the teacher shall not be grievable. Any grievance filed on behalf of any employee who receives a summative report rating of needs improvement or unsatisfactory shall begin at step 3 of the grievance process. All such material and their answer grievances shall follow the grievance process in Article 23. A response shall be reviewed provided within five (5) days. The parties agree that if a technical correction will bring the evaluation in question into compliance with the evaluation procedure, then such a correction may be made. If the matter is submitted to arbitration, the parties shall work together to facilitate the process. Notice to go to arbitration shall be made within 5 working days. Subsequent to the ratification and adoption of this agreement, the district and the union shall meet to discuss whether an expedited arbitration process will be utilized, and if so, under what terms. Options considered by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parentparties will include, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to):: (i) to pre-select a panel of arbitrators and contact them to establish potential calendar of arbitration days to which employees with appeals may be slotted; (ii) to keep the individual hearings to approximately four (4) hours maximum; (iii) the arbitrator being required to submit a decision within 48 hours; (iv) no written briefs shall be submitted. Under VSET, the Educator Evaluation, the Peer Evaluation, the Growth Plan, Student Achievement and the Summative Teacher Report shall be treated as separate grievance events. a. Identification E. Unscheduled observations for the purpose(s) of formal evaluation shall be conducted with the full knowledge of the problem(s)one being evaluated. b. Evidence F. In general, conferences conducted in accordance with VSET are for improvement and review and are not meetings where the right to representation applies. However, where, under the standards for termination established in state law and this agreement, a teacher has a reasonable belief that a scheduled evaluation conference could result in the evaluator had conferred with teacher’s employment being terminated as a result of the evaluation being completed, the teacher regarding area(s) of concernshall have the right to representation. c. Evidence G. As required by law, a teacher with tenure who receives a summative rating of unsatisfactory for two consecutive years or a needs improvement for three consecutive years or any combination thereof during a 3-year period shall not be reappointed. H. The parties agree that should at any time the evaluator's attempt(s) Florida law applicable to assist such procedures be changed by the teacher Florida Legislature or overturned by a court decision with all appeals having been exhausted, then the Superintendent shall reconvene the VSET steering committee, which will proceed to consider whether any modifications to the procedures are necessary or advisable, and if so what those modifications should be. The committee and the parties will follow the process set out in improving their performanceparagraph B. above. In addition, the parties will meet to discuss whether any amendment to this Article is necessary.

TEACHER EVALUATION. A. Supervision The evaluation of probationary and tenure teachers is an administrative responsibility that is continuous and operative at all times. The process is concerned with the professional behavior and competence of the teaching staff. It is an interpretation of personal observation of a given teacher in and outside the classroom and judgmental appraisals of that teacher in terms of the philosophy and standards of the district and community. B. The administrative responsibility in teacher evaluation requires a dual objective in an effort to train better teachers: 1. Improvement of instruction 2. School and community acceptance of each member of the teaching staff. C. This goal is achieved by the combined efforts of the Board, the administrative team, and the teaching staff. Each area has its own responsibilities and methods of attaining this objective. D. The Board through its policies and philosophies and its interpretation of these guidelines, notes the effectiveness of each individual teacher in the community. These observations feed back to the administrative team. E. The administrative personnel (Building Principals) assist in developing and carrying out the formalized teacher evaluation process. Both the principal and the teacher are to sign the evaluation form to certify that it has been reviewed by both parties. The teacher’s signature does not denote agreement with the evaluation, but rather indicates that it has been read and discussed. A teacher in strong disagreement with the evaluation may submit a rebuttal statement within five (5) days after the teacher-principal conference. The rebuttal statement will then be attached to the evaluation form for review by the Superintendent and the Board. F. The teaching staff, through group and individual activities of an informal nature, Association and departmental programs, and frequent contact with teachers, further aids in the adjustment of new and veteran teachers to their responsibilities. G. The reflection of these forces through the Building Principal establishes the basis of administrative recommendation for continued teacher employment and tenure status in the district. H. The Board annually considers the personnel recommendations of the administration and decides on the continued employment of each teacher in the school district. I. Preparatory to the evaluation of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 each school year, the following deadlines and procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses observed. Part I The Principal will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along meet with the Assistant Superintendent for Human Resources teachers to discuss the district’s goals and objectives, and the Assistant Superintendents expectations held for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures teachers with respect to the Association goals and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel fileobjectives. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision The following policy shall govern all teacher observation and evaluation: 1. All monitoring or observation of teachers the work performance of a teacher will be conducted professionally, openly, and with the full knowledge of the teacher; any serious complaint(s. 2. Supervision and evaluation of a teacher’s teaching performance will be conducted by the Superintendent or administrative designee and by the administrator(s) of any supervisor regarding performance directly responsible for said teacher. 3. A written report shall be promptly prepared following any teacher observation. This report shall be discussed with the teacher at a teacher-administrator conference called specifically for such purpose. Except for tenured teachers who may agree to the attention a modification of the teacher. Teachers shall one day advance availability, teachers will be given a copy of any evaluation observation report prepared by an evaluator and will have their administrator at least one (1) day before the right conference to discuss their reportit. The evaluator must confer No such report shall be submitted to central administration, placed in a teacher’s file or otherwise acted upon without prior conference with any the teacher. 4. Evaluation of all non-tenure teachers shall be conducted over the probationary period with the purpose of the said evaluation to be for providing assistance in helping the teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, strengthen his/her teaching effectiveness and plan cooperatively to rate the teacher for improvementtenure purposes. Beginning At least two (2) evaluation or observation reports shall be written by responsible administrator per year or in the 1997-98 school yearevent of his/her illness, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with or his/her designee. Copies of said report will be provided for the Assistant Superintendent for Human Resources teacher and after aforementioned conference, shall be entered in the district personnel file of said teacher. The teacher and the Assistant Superintendents for Elementary and/or Secondary Education administrator shall each sign the report to acknowledge receipt of a copy and co-chaired by an Association that a conference has been held. 5. Tenure recommendations shall take into consideration teacher observation reports from the personnel file as well as professional preparation and administration appointee) certification. The recommendation to grant tenure is recognized as the sole responsibility and prerogative of the Superintendent. 6. A probationary teacher will meet be informed of the Superintendent’s recommendation as to whether he/she shall be granted tenure at least once a year to review and make recommendation for revising our procedures ninety (90) days prior to the Association expiration of his/her probationary period, and shall be informed of the final action of the School CommitteeDistrict on the granting or denial of tenure at least sixty (60) days prior to the expiration of his/her probationary period. Both bodies must approve any changes If a probationary teacher has not resigned or been notified in writing that the procedures. The Evaluation instrument and procedure School District had denied him/her tenure within sixty (60) days prior to the expiration of his/her probationary period, he/she shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E.granted tenure. 17. Teachers will have the right, upon written request, to review the contents of their personnel filefiles and to make copies of any documents in it. A teacher will be entitled to have a representative of the Association accompany him/her during such review. 28. No material derogatory to a teacher's ’s conduct, service, character, or personality will be placed in the his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they he/she has had the opportunity to review the such material by affixing their his/her signature to the copy to be filed filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their his/her answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding 9. For the purposes of evaluation under this article, the term “designee” is defined as a teacher made non-bargaining unit person who has been employed by the district as an administrator and whose job duties include evaluation of bargaining unit members. B. The District-wide Committee on evaluation forms will continue as established. The committee will meet to any member discuss the incorporation of alternative forms of evaluation of tenured teachers. The committee will devise a matrix to evaluate teaching assistants and other alternative methods for tenured teaching assistants that are consistent with Section A of this article. Committee Make-up The committee will be comprised of the Administration by any parent, student, following: Superintendent or other person will be promptly called to the attention his/her designee; President of the teacher. The name of Association or his/her designee; Two (2) representatives appointed by the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.Board;

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Rhode Island Model Teacher Evaluation form attached and Support System Edition IV, or current edition as it may change from time to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure time. B. Support professionals shall be replaced with evaluated using the new Rhode Island Model Support Professional Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, characterSupport System Edition III, or personality will be placed in the personnel file unless the teacher has had an opportunity current edition as it may change from time to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copytime. C. Any serious complaints regarding teacher or support professional new to the district shall be evaluated regardless of their evaluation rating in any previous district. Annual evaluations shall continue for the first two years for those teachers who have earned tenure in a previous Rhode Island district and for the first three years for those teachers who did not earn tenure in a previous Rhode Island district. D. Notwithstanding the provisions above, all non-tenured teachers and non-tenured support professionals shall be evaluated annually. E. Notwithstanding the provisions above, a teacher made to any member or support professional shall be evaluated during their first year teaching under a new teaching certificate regardless of tenure. F. Areas of the Administration by any parent, student, or other person Rhode Island Model Teacher Evaluation and Support System that call for Local Education Agency (LEA) flexibility will be promptly called addressed by the District Evaluation Committee including: pre- and post- conferences, complementary evaluators, providing procedural safeguards to ensure the integrity of the system, the length of evaluation conferences, school- wide approaches to professional growth goals, the scheduling of announced visits, artifact review processes and timelines, and Student Learning Objective (SLO) process. Flexibility decisions approved by the District Evaluation Committee, as they may change from time to time, shall be considered an addendum to this contract. G. A District Evaluation Committee (DEC), will consist of the Superintendent and Association President or his/her designee from the elected executive board. The Superintendent and President will duly appoint a school-based administrator, three classroom teachers, and a support professional. The duties and responsibilities of the DEC shall be as follows: • Identify and plan for necessary training/support to certified district staff and their evaluators who are new to the attention district each year. • Solicit and review ongoing feedback to consider improvements and implement changes to the district’s implementation plans. • Develop and implement an appeals process to ensure the integrity of the teacher. The name evaluation system, as required by RIDE guidelines, but subject, however, to the provisions in paragraph D below. H. Teachers may challenge their final effectiveness rating through the appeals process determined by the DEC; provided however, that any results of said appeals process are non- binding on the Superintendent and Committee, and are purely advisory to the Superintendent, who shall have final authority to accept or reject, in whole or in part, all results of the complainant appeals process. Should a teacher be aggrieved by the Superintendent’s determinations as to his evaluation, then he shall be given resort to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s)grievance and arbitration procedures in this Agreement by submitting his grievance at Step 3. b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision 16:01 The Board agrees to continue its practice for teacher evaluation as delineated in its policy statement appended to this collective agreement. The Board further agrees to consult and involve Federation representatives in any changes the Board makes to the policy document. The policy statement as appended is not a part of teachers the collective agreement and is not grievable. 16:02 When the Principal, Vice-Principal or Superintendent keeps a copy of a performance review for specific follow-up purposes as per the practice, the teacher will be conducted professionallynotified in writing that the copy has been retained and the purposes for which it is being retained. This copy will be returned to the teacher when the follow-up activities are completed. 16:03 When the Board initiates documentation for competence of a teacher, openlythat teacher will be notified in writing immediately. No review for competence will continue for more than two calendar years, and with full knowledge excluding any leaves, from the date of commencement of the documentation process. A teacher found to be competent at the end of this process shall have the teacher’s personnel file purged of the documentation materials five calendar years after the documentation is signed off, if no subsequent documentation is initiated by the Board. 16:04 A teacher, or designate, shall have access during normal business hours to all of the teacher; ’s data maintained on file by the Board or any serious complaint(s) agent of the Board. The teacher, or designate, shall have the right to make copies of any supervisor regarding material contained in such files. 16:05 If the teacher disputes the accuracy or completeness of any materials in the teacher’s personnel file, the teacher may appeal to the Superintendent of Human Resources to have it removed. Should the Superintendent decide to retain the information in the file, the teacher shall have the right to add a written statement to the file disputing the information in question. 16:06 Written performance reviews carried out by Chairs will be only for the purpose of professional growth of the teacher being reviewed. These performance reviews shall not be promptly called kept on file by the Board. Chairs will continue to assume responsibility to draw to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will Principal concerns they have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees performance of teachers in their organizational unit and assist teachers in their organizational unit under the direction of the Association. Nurses will be evaluated using Principal as per the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers Act and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel fileregulations. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance Evaluation shall be promptly called to a cooperative and continuing process for the attention purpose of improving the quality of instruction and assessing the effectiveness of the teacher. In this continuous and ongoing process, the emphasis shall be on the professional growth of the individual. The Union recognizes the right and responsibility of districts directors, principals, and other administrators to make periodic written evaluations of the performance of teachers for the purpose of providing a sound basis for teacher improvement and an assessment of teacher effectiveness. Efforts will be made by the administration to give positive assistance to those teachers having professional difficulty. Teachers shall seek and accept supervisory assistance when needed. B. While the assessment program does not necessarily facilitate the documentation of some legal reasons for dismissal or non-renewal of contract, the program does provide one basis to support non-renewal of contract for incompetency. If a professional staff member is found to be given a copy sufficiently deficient in professional skills to warrant termination, it is reasonable to expect that such deficiencies will be documented through the use of any the evaluation report prepared by an evaluator instrument appropriate to the teacher’s professional assignment. The evaluatee shall have full access to such data and will have the right be permitted to discuss their reportrespond, in writing, to such data. The evaluator must confer administration shall give all teachers every reasonable opportunity of developing into useful and productive teachers and no teacher shall be refused continuation of employment for incompetence without substantial compliance with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvementthe evaluation procedure. Beginning in The evaluation instruments will no longer be included as appendices to the 1997Master Contract. After the 2004-98 2005 school year, the procedures outlined evaluation instrument will be provided for at the beginning of each school year. Beginning July 1, 2004, the following language shall be in the document entitled Supervision and Evaluation Procedures effect: C. Provision is made for the Framingham Public Schools will be used to evaluate all employees evaluation of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E.bargaining unit members. 1. Teachers will Non-permanent teachers shall be evaluated once per semester with the instrument called the Summative Performance Review. The first evaluation shall be completed before Winter break and the second before April 1st. Semi- permanent teachers shall be evaluated once per year using the instrument called Summative Performance Review. The evaluated teacher shall have been observed by the rightevaluator on at least one occasion for a period of thirty (30) minutes prior to the completion of the evaluation. All classroom evaluations shall be followed by a conference with the teacher as soon as possible. After such follow-up conference, upon written request, to review the contents of their personnel fileteacher may hold the evaluation instrument for 24 hours before returning it with his/her response. 2. No material derogatory Permanent teachers shall be evaluated every five (5) years after the teacher becomes a “permanent teacher” as outlined in the permanent teacher Professional Growth Plan. Beginning fall 2010 the current tenure teachers to be evaluated through this process will have choice of evaluation process or Professional Growth Plan. This procedure necessitates an initial conference by October 31 and a final conference by May 30 of the school year in which the professional growth plan is completed. The Professional Growth Plan may be continued for one or two years. The Professional Growth Plans will be shared at staff meetings to the extent possible. The Professional Growth Plan process is to strengthen professional competencies and pedagogical practices. In addition, the Union recognizes that the administration has the right to evaluate “permanent teachers” at any time using a written narrative report or Summary Performance Review. 3. The Cooperative administration recognizes the need to have input from building principals regarding the quality of work performed by Cooperative employees in the districts. Therefore, provision is made via the instrument: Certified Staff Performance Review by Building Principals to identify the respective perceptions of the Cooperative employee’s work. This form shall be returned to the Cooperative administration by March 15 of the school year. This is not applicable in situations where the building administrator and district director are one and the same. An evaluation of teaching performance of a special education teacher's conduct, servicewritten by a regular school principal or assistant principal using any evaluation tool that is commonly used in the school district, character, or personality will shall not be placed in the personnel file unless teacher’s permanent education file. However, the teacher has had an opportunity Union agrees any reference in Indiana law to review the materialevaluation by a principal shall also mean evaluation by Cooperative administrator. 4. The teacher Union and Administration will acknowledge that they had establish a committee after July 1, 2010 to revise the opportunity to review the material Certified Staff Performance Review by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also Building Principals and have the right to submit a written answer to such material and their answer completed evaluation no later than December 1, 2010. D. It shall be reviewed by the Superintendent and attached responsibility of the administration to the file copy. C. Any serious complaints regarding notify a teacher made to any member of his/her possible termination on the Administration basis of documentation by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s)April 15 in writing. b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given evaluated in accordance with the Volusia System for Empowering Teachers (VSET), Chapter 1012.34 F.S. and other applicable state statutes and regulations. All observations shall be conducted by a copy of any evaluation report prepared by an evaluator trained evaluator. All observation cycles and will have the right to discuss their reportdeliberate practice plan must be completed at least two weeks before the last student day. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respectinstructional practice (observation cycles and Deliberate Practice Plans) portion of the evaluation score will be provided to teachers prior to the end of the school year. The Final Summative Report will be calculated and provided after receipt of the Value Added portion. The Value Added portion, explain every evaluationshall be completed within 2 weeks of the arrival of the data from the state, unless technical problems delay the process, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will teachers shall be used to evaluate all employees given notice of the Associationfinal calculation as soon as practical using an appropriate technology. Nurses will be evaluated Notice by email using the School Nurse Evaluation form attached to this contract. Beginning in district’s email system shall be acceptable. B. The Superintendent and the 2013-14 school yearUnion president shall jointly appoint a VSET steering committee made up of an equal number of teachers, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals Union president, and administrators, appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and superintendent. The committee shall be co-chaired by one representative appointed by the superintendent and one representative appointed by the Union president. The committee shall be responsible for an Association annual review of VSET and administration appointee) make any recommendations for modifications of changes to a district level administrator and the Union president who shall review the recommendations and present a recommendation to the superintendent. The superintendent shall take the recommendation under advisement in forming his/her final recommendation to the board. In the absence of a recommendation from the committee, or should the superintendent disagree with the committee recommendation and decide to take other action, the superintendent will meet notify the Union of his/her intended action at least once a year two weeks prior to review and make recommendation for revising our procedures to the Association and any action by the School CommitteeBoard, and meet with the Union president to discuss the matter if requested to do so. Both bodies must approve any changes in Should the procedures. The Evaluation instrument union disagree with the superintendent’s final recommendation, it shall retain all rights under Chapter 120, F.S. and procedure all other applicable state statutes and regulations. C. As soon as it is completed, all documents related to VSET shall be replaced with maintained on a secured district data management system for which each teacher shall have access to his/her VSET files. When the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1system is ready to support, electronic signatures shall be permitted. Teachers will have With the rightexception of the Deliberate Practice Plan, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates does not necessarily indicate agreement with the contents thereofcontent of said documents. The teacher will also have Teachers shall retain the right to submit a written answer rebuttal which shall become a part of the evaluation record. D. While the professional judgment of a supervisor is not grievable, should the teacher believe that any portion of the VSET process as described in the VSET handbook has been violated, they shall follow any appeals process in the handbook prior to proceeding to the grievance process under Article 23. The timeline in Article 23 will be considered to begin after the appeals process is completed. Any cycle that does not count to the summative report of the teacher shall not be grievable. Any grievance filed on behalf of any employee who receives a summative report rating of needs improvement or unsatisfactory shall begin at step 3 of the grievance process. All such material and their answer grievances shall be reviewed scheduled as quickly as possible. A response shall be provided within five (5) days. The parties agree that if a technical correction will bring the evaluation in question into compliance with the evaluation procedure, then such a correction may be made. If the matter is submitted to arbitration, the parties shall work together to facilitate the process. Notice to go to arbitration shall be made within 5 working days. Subsequent to the ratification and adoption of this agreement, the district and the union shall meet to discuss whether an expedited arbitration process will be utilized, and if so, under what terms. Options considered by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parentparties will include, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to):: (i) to pre-select a panel of arbitrators and contact them to establish potential calendar of arbitration days to which employees with appeals may be slotted; (ii) to keep the individual hearings to approximately four (4) hours maximum; (iii) the arbitrator being required to submit a decision within 48 hours; (iv) no written briefs shall be submitted. Under VSET, the Educator Evaluation, the Peer Evaluation, the Growth Plan, Student Achievement and the Summative Teacher Report shall be treated as separate grievance events. a. Identification E. Only PAR teachers properly trained shall be permitted to formally evaluate another member of the problem(s)Bargaining Unit. b. Evidence that F. Unscheduled observations for the evaluator had conferred purpose(s) of formal evaluation shall be conducted with the teacher regarding area(s) full knowledge of concernthe one being evaluated. c. Evidence G. In general, conferences conducted in accordance with VSET are for improvement and review and are not meetings where the right to representation applies. However, where, under the standards for termination established in state law and this agreement, a teacher has a reasonable belief that a scheduled evaluation conference could result in the teacher’s employment being terminated as a result of the evaluator's attempt(s) to assist evaluation being completed, the teacher shall have the right to representation. H. As required by law, a teacher with tenure who receives a summative rating of unsatisfactory for two consecutive years or a needs improvement for three consecutive years or any combination thereof during a 3-year period shall not be reappointed. I. The parties agree that should at any time the Florida law applicable to such procedures be changed by the Florida Legislature or overturned by a court decision with all appeals having been exhausted, then the Superintendent shall reconvene the VSET steering committee, which will proceed to consider whether any modifications to the procedures are necessary or advisable, and if so what those modifications should be. The committee and the parties will follow the process set out in improving their performanceparagraph 1.B. above. In addition, the parties will meet to discuss whether any amendment to this Article is necessary.

TEACHER EVALUATION. A. Supervision No formal evaluation shall take place until the building principal or evaluator acquaints each teacher under his/her supervision with the evaluation procedures and instruments. The principal or evaluator shall advise each teacher who shall observe and evaluate the teacher’s performance. B. A formal classroom evaluation shall be defined as one involving a classroom visitation of teachers one class period or not less than forty five (45) minutes and a written evaluation of the visitation followed by a conference between the evaluator and the teacher. C. The evaluator shall formally evaluate each teacher using the District evaluation instrument. Any material changes in the instrument will require faculty input. All formal evaluations must be conducted professionally, openly, and done with the full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance . D. Non-tenured teachers shall be promptly called formally evaluated at least twice each year. Tenured teachers shall be formally evaluated at least once every other year. No tenured teacher shall be dismissed for reasons of classroom performance without having been formally evaluated at least twice during the year of dismissal. E. The evaluator shall provide the teacher both constructive assistance to improve the attention quality of instruction as well as a written statement of deficiencies. Suggestions for improving deficiencies shall be offered by the evaluator in writing recognizing that the responsibility for improving rests with the teacher. F. The teacher shall sign copies of the teacher. Teachers shall be given written evaluation and receive a copy of any said evaluation. If the teacher feels that his/her formal evaluation report prepared by an evaluator and will have the right to discuss their reportis incomplete, inaccurate, or unjust, he/she may put his/her objections in writing. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of sign the teacher. The name ’s objections, if any, a copy of the complainant which shall be given to the teacher and one copy attached to the evaluation report to be place in the teacher’s official personnel file. G. Nothing contained herein shall limit the right of the Administration to utilize informal observations and other first-hand evaluation criteria for considering competency of any teacher. If Any informal observations which are to be used to evaluate the employee shall be reduced to writing and discussed with the employee prior to being placed in the teacher’s personnel file. H. The evaluation instrument shall be designed in accordance with state requirements. The administration and the Association shall form a negative assessment is indicatedPERA committee to jointly develop an appropriate evaluation instrument and submit to the Board and Association for their respective approvals. Any grievance filed relative to the ARTICLE VII shall be limited to violations of the specific procedures as outlined in Sections 7.A through 7.G. All other aspects of evaluation, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (including but not be limited to): a. Identification of the problem(s), criteria, instruments, or personalities, shall not be grievable. b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision No formal evaluation shall take place until the building principal or evaluator acquaints each teacher under his/her supervision with the evaluation procedures and instruments. The principal or evaluator shall advise each teacher who shall observe and evaluate the teacher’s performance. B. A formal classroom evaluation shall be defined as one involving a classroom visitation of teachers not less than fifteen (15) minutes and a written evaluation of the visitation followed by a conference between the evaluator and the teacher. C. The evaluator shall formally evaluate each teacher using the District evaluation instrument. Any material changes in the instrument will require faculty input. All formal evaluations must be conducted professionally, openly, and done with the full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance . D. Non-tenured teachers shall be promptly called formally evaluated at least twice each year. Tenured teachers shall be formally evaluated at least once every other year. No tenured teacher shall be dismissed for reasons of classroom performance without having been formally evaluated at least twice during the year of dismissal. E. The evaluator shall provide the teacher both constructive assistance to improve the attention quality of instruction as well as a written statement of deficiencies. Suggestions for improving deficiencies shall be offered by the evaluator in writing recognizing that the responsibility for improving rests with the teacher. F. The teacher shall sign copies of the teacher. Teachers shall be given written evaluation and receive a copy of any said evaluation. If the teacher feels that his/her formal evaluation report prepared by an evaluator and will have the right to discuss their reportis incomplete, inaccurate, or unjust, he/she may put his/her objections in writing. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of sign the teacher. The name ’s objections, if any, a copy of the complainant which shall be given to the teacher and one copy attached to the evaluation report to be place in the teacher’s official personnel file. G. Nothing contained herein shall limit the right of the Administration to utilize informal observations and other first-hand evaluation criteria for considering competency of any teacher. If a negative assessment is indicated, Any informal observations which are to be used to evaluate the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not employee shall be limited to): a. Identification of reduced to writing and discussed with the problem(s)employee prior to being placed in the teacher’s personnel file. b. Evidence that H. The evaluation instrument shall be designed in accordance with state requirements. The administration and the evaluator had conferred with Association shall form a committee to jointly develop an appropriate evaluation instrument and submit to the teacher regarding area(s) of concernBoard and Association for their respective approvals. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision SECTION 1 All observations or monitoring of teachers will be conducted professionally, openly, and with full knowledge of the a teacher; any serious complaint(s) of any supervisor regarding ’s performance shall be promptly called to done openly and with the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluationemployee’s full knowledge, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools electronic recording devices will not be used to evaluate all employees for this purpose, except by prior mutual agreement of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources a teacher and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure employee’s evaluator. SECTION 2 Any teacher shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review be granted an appointment to inspect the contents of their the employee’s personnel folder and make copies of such contents and records as concern the employee’s work or the employee. SECTION 3 In the event that any material derogatory of a teacher’s conduct, service or personality is to be included in the employee’s personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will the employee shall first be placed in the personnel file unless the teacher has had given an opportunity to review the and make written answer thereto. Any such answer shall be attached to such material. The teacher will acknowledge that they had the opportunity to review the Teachers shall sign such material by affixing their when reviewed. Such signature to the copy to be filed with the express understanding that such signature shall in no way indicates be construed to indicate agreement or accord with the contents thereof. The such material. SECTION 4 Should a complaint be lodged against a teacher, such teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by notified of the nature and reason for the complaint within a reasonable time of the occurrence or a reasonable time after the complaint was known to the Superintendent and attached or the Principal. If no action is taken within the time limits referred to above, the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person matter will be promptly called to the attention dropped and will not be made part of the teacher’s personnel record. The name This section does not apply to law enforcement or other matters being investigated by outside authority. SECTION 5 Whenever possible, teachers will appear before the School Committee and will be so advised at least forty-eight (48) hours before their appearance and will be advised of the complainant reason for the appearance. Individuals appearing to answer a complaint or query shall be given entitled to the teacherrepresentation. SECTION 6 No teachers with professional teaching status (PTS) will be dismissed, disciplined, reprimanded, reduced in rank or compensation without just cause. If a negative assessment teacher with PTS is indicatedgiven a disciplinary action involving either a suspension or dismissal from employment, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification teacher may elect to either follow the grievance procedure to arbitration or follow the procedure set forth in GL 71, §42 of the problem(s)MGL. b. Evidence that SECTION 7 The agreed teacher performance evaluation standards are available in the evaluator had conferred with office of the teacher regarding area(s) of concernSuperintendent. c. Evidence of the evaluator's attempt(s) SECTION 8 The parties to assist the teacher in improving their performancethis Agreement have mutually developed and agreed to an evaluation procedure for bargaining unit members.

TEACHER EVALUATION. Purpose: The ▇▇▇▇▇▇-▇▇▇▇▇▇▇▇ Regional School Committee and ▇▇▇▇▇▇-▇▇▇▇▇▇▇▇ Teachers Association agree and recognize that the purpose of evaluation is to provide information to promote professional effectiveness and growth. The process will be a continuous, constructive, and cooperative one stressing the need for interaction and communication between the administration and the teachers. The evaluation will be accomplished through an exchange of information between the person being evaluated and the evaluator to provide a record of facts and assessments. A. Supervision All monitoring and/or observation of teachers the work performance of a teacher will be conducted professionally, openly, openly and with full the knowledge of the teacher; . While it is not the intent of this article that any serious complaint(s) evaluation be conducted covertly, and it is agreed that such shall not be the case, it is understood that the task of any supervisor regarding performance shall be promptly called to evaluating a teacher is a day-to-day ongoing, continuous process, which goes far beyond the attention system of the teacherperiodic formal, written evaluations. Teachers shall will be given a copy of any evaluation report prepared by an evaluator their supervisors through formal and informal observations and will have the right to discuss such report with their reportevaluator. Teachers will be given a copy of their summative evaluation by May 15th. B. The evaluator must confer performance of each professional employee shall be evaluated by his/her supervisor(s) in accordance with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined evaluation process set forth in the document entitled Supervision entitled, ▇▇▇▇▇▇-▇▇▇▇▇▇▇▇ Regional School District Planning and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees Implementation Guide. A copy of the Association. Nurses will be evaluated using guide is available to all staff on the School Nurse Evaluation form attached district website under Staff Access. C. No one may evaluate a teacher who is an immediate relative or spouse. D. In the case of the a summative evaluation report relative to this contract. Beginning in the 2013-14 school yeara teacher’s classroom performance rating, the procedures outlined in evaluator(s) making the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting report must consider multiple categories of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E.evidence. 1. E. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory F. Teachers will be notified of all new material, of which the teacher would otherwise have no knowledge, to a be placed in their personnel file which relates to the teacher's ’s conduct, service, charactercharacter or personality. The teacher will, or personality will be placed in upon request, have the personnel file unless the teacher has had an opportunity to meet with the appropriate administrator, review the materialmaterial and submit a written response to it for the file. The teacher will acknowledge be required to sign the material placed in the file by the administration and the superintendent will be required to sign the teacher’s response. Neither signature will indicate agreement with the other’s material but will only signify that they each has had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copyit. C. G. Any serious complaints complaint regarding a teacher made to any member of the Administration by any from a parent, student, student or any other person will shall be promptly called brought to the attention of the teacher. The name of the complainant teacher within five days. H. No teacher shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s)reprimanded or suspended without cause. b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision of teachers will The rating scale for each teacher shall be conducted professionallya 5 point scale, openlywhere 5 - 4.5 is Superior, 4.4 - 3.5 is Highly Effective, 3.4 - 2.5 is Effective, 2.4 - 1.5 is Needs Improvement, and with full knowledge 1.4 and below is Ineffective. The evaluation process shall be as follows: The ▇▇▇▇▇▇▇▇▇▇▇ Board of Education believes that personnel evaluation is a mutual endeavor among all staff members and the board to improve the quality of the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention educational program. The improvement of the teacher. Teachers shall district's educational efforts must be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees joint responsibility of the Associationschool district and the individual educator. Nurses will All certified staff members shall be evaluated using the School Nurse ▇▇▇▇▇▇▇’▇ Focused Teacher Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the proceduresModel. The Evaluation instrument and procedure completed evaluation shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel file. 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed retained in the personnel file unless of the teacher has had an opportunity to review the materialperson being evaluated. The evaluation instrument is a confidential document and shall be protected accordingly. Probationary teachers shall receive formative feedback from the evaluation process at least twice each year. One evaluation shall occur during the fall semester, and another during the spring semester. Every teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereofevaluated once every year, except for career teachers receiving a “superior” or “highly effective” who may be evaluated once every three years. The teacher will also have the right to submit a written answer to such material and their answer Evaluations of teachers shall be reviewed made by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, studentappropriate certified principal, or other person designated certified administrative person. The teacher's signature on the evaluation instrument shall serve only to reflect the teacher's acknowledgment that an evaluation was conducted. A copy of the completed evaluation instrument will be promptly called provided to the attention of the teacher. The name completed evaluation shall be retained in the personnel file of the complainant person being evaluated. The evaluation instrument is a confidential document and shall be given protected accordingly. Except by order of a court of competent jurisdiction, evaluation documents and the responses thereto shall be made available only to the teacherevaluated person, the board of education, the administrative staff making the evaluation, the board and administrative staff of any school to which the evaluated person applies for employment, and such other persons as specified by the teacher in writing and shall be subject to disclosure at a hearing or trial de novo. If a negative assessment is indicatedthe evaluation discloses any areas in which improvement can be reasonably expected and desired, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred principal shall discuss those areas with the teacher regarding area(s) of concern. c. Evidence of and offer suggestions and recommendations as to how the evaluatorimprovement may be achieved. Such recommendations shall be recorded on the evaluation instrument. When the evaluating administrator identifies poor performance or conduct that the administrator believes may lead to a recommendation for the teacher's attempt(s) dismissal or nonreemployment, the administrator will admonish the teacher in writing and make reasonable effort to assist the teacher in improving their performancecorrecting the poor performance or conduct; and establish a reasonable time for improvement, not to exceed two months. If the teacher does not correct the poor performance or conduct cited in the admonition within the time specified, the administrator shall make a recommendation to the superintendent for the dismissal or nonreemployment of the teacher. A copy of the standard teacher evaluation form used in this district may be found elsewhere in this manual (see DNA-R1).

TEACHER EVALUATION. A. Supervision The professional standards and teacher evaluation process are set forth in Appendix C and have been negotiated as part of teachers will this contract. The Parties have negotiated new, updated Rubrics to be conducted professionallyused effective the 2022-2023 school year. The Rubrics added to Appendix C are the Classroom Teacher Rubric; Specialized Instruction Support Personnel (SISP) Rubric for OT, openlyPT, SLP, BCBA, School Psychologist, Team Chair, Student Adjustment Counselor, and with full knowledge of Guidance Counselor; The Nurses Rubric and The Instructional Coaches Rubric. (see Appendix C, BMRSD TEACHER and CASELOAD EDUCATOR LANGUAGE printed as a separate booklet) B. Any complaints regarding a teacher made by any parent, student, teacher or other person, which may legally have a bearing on the teacher; any serious complaint(s) of any supervisor regarding performance , shall be promptly called brought to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by teacher so as to give the teacher an evaluator opportunity to rectify the situation or answer such complaint. C. The Association recognizes and will have acknowledges the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, authority and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees responsibility of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting administration for disciplining or reprimanding a teacher for delinquency of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources professional performance and the Assistant Superintendents for Elementary and/or Secondary Education Committee recognizes and co-chaired acknowledges the rights granted by an Association and administration appointee) will meet at least once a year law to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes teachers in the procedures. The Evaluation instrument and procedure shall be replaced connection with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel filesuch proceedings. 2. D. No material derogatory relative to a teacher's conduct, service, character, character or personality will be placed in the his/her personnel file unless the teacher has had an opportunity to review the such material. The teacher will acknowledge that they he/she has had the opportunity to review the material by affixing their his/her signature and the date of review to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material material, and their his/her answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of Superintendent will also note on the complainant shall be given file copy giving rise to the teacher. If a negative assessment is indicated, 's answer that the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to):teacher did file an answer and the Superintendent will date and sign this notation. a. Identification E. The Committee recognizes and acknowledges the rights granted to teachers by Section 42C of Chapter 71 of the problem(s)General Laws of Massachusetts. The current practice with respect to access to, inspection and reproduction of items covered by said statute shall continue during the term of this Agreement. b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision It is the administration's responsibility, assist teachers in becoming oriented to the evaluation process and to improve instruction through observation of teachers the teacher's work and providing written summaries of those observations together with any recommendations the administrator may have for the teacher. B. Each bargaining unit member will be apprised of his/her teaching responsibilities. Teachers will also be apprised of any additional responsibilities and evaluation criteria at the commencement of the school year or when otherwise appropriate. C. All monitoring or observation of the work performance of a teacher shall be conducted professionally, openly, openly and with full knowledge of the teacher; any serious complaint(s. D. The administration shall base its evaluation of teacher performance on formal and informal observation and other disclosed methods of evaluation. E. Prior to June 1, the administration shall prepare and submit written evaluations per Article VII.G. below. If the administrator believes a teacher is doing unacceptable work, the administrator (and where appropriate with teacher input) of any supervisor regarding performance shall identify areas needing improvement and shall set forth ways in which the teacher is to improve and the assistance which will be promptly called provided for attaining said improvement. Failure to the attention of the teacher. Teachers shall use reasonable techniques for improvement which were suggested or mutually agreed to will be given documented by written report, a copy of which will be submitted to the teacher. F. If an evaluation points out questionable characteristics of the teacher in any evaluation report prepared by an evaluator manner and the teacher does not agree with the evaluation, the teacher will have the right opportunity to discuss their report. The evaluator must confer answer the evaluation in writing to the appropriate administrator, with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning a copy placed in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their teacher's personnel file. 2G. The building principal and the appropriate administrator are responsible for executing a written evaluation of all personnel in his/her building at least once every three (3) years. No material derogatory to a teacher's conduct, service, character, or personality The Board will inform the Association within the first five (5) weeks of school which administrator will be placed in designated to execute the personnel file unless evaluation of all Special 1. Acquainting employees with evaluation devices and procedures during the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.first five

TEACHER EVALUATION. A. Supervision 14.1 The Administration shall be responsible for a program of evaluation for all Adult and Community Education teachers directed toward helping the teacher succeed in his/her respective assignment. Each probationary teacher will be evaluated at least once each year during his/her probationary period. Each tenured teacher will be formally evaluated once every three years of continuous employment. 14.2 The total evaluation process for any tenured teacher shall be completed during one half of a school year unless extenuating circumstances occur. The W-WEA and the Department of Human Resources will be notified of any such circumstances resulting in a delay or an extension of the evaluation process. 14.3 The evaluator will conduct a minimum of two formal classroom observations at least sixty (60) calendar days apart. Each evaluation will be a minimum of thirty minutes in duration. 14.4 A post-evaluation conference will be held between the administrator and the teacher within ten (10) school days subsequent to the final formal observation. Extenuating circumstances may necessitate an extension of this timeline. At said conference, a discussion including but not limited to the following areas will take place between the evaluator and evaluatee: the areas observed, the conclusions of the evaluator, the reactions of the teacher, the plan of action for improvement (if applicable). Within ten (10) school days subsequent to the final evaluation conference, a copy of the written evaluation will be given to the teacher evaluated. Both parties agree that the signature of the evaluatee on said document is required only to signify that said person received and read the copy. Said signature does not mean that the evaluatee necessarily agrees with the content of the evaluation. 14.5 If there is any item marked "unsatisfactory" on the written evaluation, the administrator conducting the evaluation must write out specifically what the areas of concern are. Said delineation may be included in the space provided on the evaluation form under "comments" or may be appended to the evaluation form. Within thirty (30) days subsequent to receipt of the written evaluation, the teacher being evaluated may request a re-evaluation of the items marked "unsatisfactory". Said request will be in writing with copies sent to the Association and the Department of Human Resources. If the teacher chooses to seek a re-evaluation of the areas of concern (those areas marked "unsatisfactory"), s/he will receive specific suggestions in writing from the evaluator as to how the unsatisfactory areas may be improved. Said re-evaluation shall only encompass the areas of concern marked "unsatisfactory" on the evaluation instrument. The re-evaluation shall be completed within one calendar year of the original evaluation. All of the procedures and assurances provided for in the original evaluation shall also be provided for in the re-evaluation. The evaluatee may request through the Human Resources Department to have a second administrator from within the School District participate in the re- evaluation. The original evaluator may be present during said process and s/he may consult with the second party during the process. If the area(s) deemed "unsatisfactory" has been improved to the satisfaction of the evaluator during the re-evaluation process, said area shall be reflected as "satisfactory" in the final written evaluation to be placed in the employee's personnel file. If, after the re-evaluation the employee's performance is still deemed "unsatisfactory" in any or all areas of evaluation, it is incumbent upon the administrator to outline in writing, a specific procedure of professional development and growth whereby the areas of concern may be corrected by the evaluatee. Teachers will receive advance notification of the day and time of a formal classroom observation. The evaluatee has the right to request Association representation of his/her choice to be present at any conference during the evaluation process. Involvement in extra curricular activities shall not be a factor in evaluation. All procedures and instruments utilized in the evaluation process will be agreed upon by the Human Resources Department and the W-WEA. 14.6 Nothing in this article shall prevent an administrator from making informal observations apart from any formal evaluations. It is understood that these observations are done openly and with the teacher's knowledge. Further, an administrator may discuss said observation with the affected teacher and upon the teacher's request, a written observation will be made available to the teacher. 14.7 All observations of the performance of a teacher shall be conducted professionally, openly, openly and with full knowledge of the teacher; any serious complaint(s) of any supervisor regarding performance . 14.8 In the event the teacher feels his/her evaluation was incomplete or unjust, s/he may put objections in writing and have them attached to the evaluation report to be placed into his/her personnel file. All evaluations shall be promptly called based upon valid criteria for evaluation of professional growth. The Board encourages the Association's recommendations in regard to implementation and evaluation of professional evaluation procedures. 14.9 The District shall establish a Mentor Teacher Program in order to support the attention orderly passage of teachers through their probationary periods. The focus and thrust of the teacher. Teachers Program, therefore, shall be given supportive and instructive, rather than evaluative. No Mentor Teacher shall be allowed to testify in a copy proceeding regarding the quality of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed provided by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources probationary teacher. 14.10 The Adult and the Assistant Superintendents for Elementary and/or Secondary Community Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto Instruments are as Appendix E.follows: 1. Teachers will have The Probationary and the right, upon written request, to review the contents of their personnel file.Tenure Teacher Evaluation Instruments 2. No material derogatory to a teacher's conduct, service, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.Counselor Evaluation Instrument

TEACHER EVALUATION. A. Supervision of teachers will be conducted professionally, openly, and with full knowledge of The Board agrees not to violate the teacher; any serious complaint(s) of any supervisor regarding performance shall be promptly called to the attention of the teacher. Teachers shall be given a copy of any evaluation report prepared by an evaluator and will have the right to discuss their report. The evaluator must confer with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their personnel filetenure act. 2. No material derogatory to a teacher's conduct, service, character, B. Evaluations shall in part be based on formal observation as required by law or personality will be placed in the personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material if requested by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name administration will provide a plan of assistance to the complainant staff member, as required by law or if needed, for the purpose of improving job performance. C. The criteria to be used for teacher evaluation shall be mutually agreed to by the Administration and the Association at the beginning of each school year unless the criteria is unchanged from the previous year. New teachers shall be given the criteria the first week of their employment with the District. D. Evaluations will be conducted by an appropriate immediate supervisor. E. A copy of the written evaluation shall be submitted to the staff member. F. Teachers shall sign the formal written evaluation which is placed in the file. Such signature shall be understood to indicate the teacher’s awareness of the evaluation but not necessarily agreement with the content of the evaluation. Any teacher may submit a written statement explaining his/her position if there is a disagreement with the evaluation and the statement must be included whenever the evaluation is divulged to at third party. The staff member’s explanatory notes shall be attached to the evaluation form. G. In accordance with Section 1526 of the Revised School Code, for the first three (3) years of employment in classroom teaching, a teacher shall be assigned one (1) or more master teachers who shall act as a mentor(s)to the teacher. If a negative assessment is indicatedDuring the same three (3) year period, the evaluator's written comments must contain relevant data teacher shall also receive intensive professional development induction into teaching, based on a professional development plan that supports is consistent with the requirements of Section 3a of Article II of Act No. 4 of the Public Acts of the Extra Session of 1937, being section 38.83a of the Michigan Compiled Laws, including classroom management and instructional delivery. The intensive professional development induction into teaching shall consist of at least fifteen (15) days of professional development, the experiencing of effective practices in university-linked professional development schools, and regional seminars conducted by master teachers and other mentors. The program director shall make the mentor assignment(s). The Mentor Teacher assignment shall be subject to review by the Mentor Teacher and the Mentee after each semester. The Mentor Teacher, Mentee, or Administration may terminate the relationship at that negative assessmenttime. Supportive data should include (but Participation as a Mentor Teacher is voluntary. Because the purpose of the mentor/mentee match is to acclimate the teacher and to provide necessary assistance toward the end of quality instruction, the Board and the Association agree the relationship shall be confidential and shall not, in any fashion, be a matter included in the evaluation of the Mentor Teacher, if a member of this bargaining unit, or Mentee. Neither the Mentor Teacher nor the Mentee shall be permitted to participate in any matter related to the evaluation of the other. Further, the Mentor Teacher shall not be limited to): a. Identification of called as witness in any grievance or administrative hearing involving the problem(s)Mentee nor shall the Mentee be called as a witness in any grievance or administrative hearing involving the Mentor Teacher. b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.

TEACHER EVALUATION. A. Supervision It is the administration's responsibility, assist teachers in becoming oriented to the evaluation process and to improve instruction through observation of teachers the teacher's work and providing written summaries of those observations together with any recommendations the administrator may have for the teacher. B. Each bargaining unit member will be apprised of his/her teaching responsibilities. Teachers will also be apprised of any additional responsibilities and evaluation criteria at the commencement of the school year or when otherwise appropriate. C. All monitoring or observation of the work performance of a teacher shall be conducted professionally, openly, openly and with full knowledge of the teacher; any serious complaint(s. D. The administration shall base its evaluation of teacher performance on formal and informal observation and other disclosed methods of evaluation. E. Prior to June 1, the administration shall prepare and submit written evaluations per Article VII.G. below. If the administrator believes a teacher is doing unacceptable work, the administrator (and where appropriate with teacher input) of any supervisor regarding performance shall identify areas needing improvement and shall set forth ways in which the teacher is to improve and the assistance which will be promptly called provided for attaining said improvement. Failure to the attention of the teacher. Teachers shall use reasonable techniques for improvement which were suggested or mutually agreed to will be given documented by written report, a copy of which will be submitted to the teacher. F. If an evaluation points out questionable characteristics of the teacher in any evaluation report prepared by an evaluator manner and the teacher does not agree with the evaluation, the teacher will have the right opportunity to discuss their report. The evaluator must confer answer the evaluation in writing to the appropriate administrator, with any teacher whose service has been rated unsatisfactory in any respect, explain every evaluation, and plan cooperatively for improvement. Beginning a copy placed in the 1997-98 school year, the procedures outlined in the document entitled Supervision and Evaluation Procedures for the Framingham Public Schools will be used to evaluate all employees of the Association. Nurses will be evaluated using the School Nurse Evaluation form attached to this contract. Beginning in the 2013-14 school year, the procedures outlined in the document entitled Framingham Evaluation Instrument will be used to evaluate all employees in Unit A. An Evaluation Review Committee consisting of 11 employees (3 teachers and 3 department heads appointed by the Association President; 3 principals appointed by the Superintendent along with the Assistant Superintendent for Human Resources and the Assistant Superintendents for Elementary and/or Secondary Education and co-chaired by an Association and administration appointee) will meet at least once a year to review and make recommendation for revising our procedures to the Association and the School Committee. Both bodies must approve any changes in the procedures. The Evaluation instrument and procedure shall be replaced with the new Evaluation instrument and procedure entitled Framingham Evaluation Instrument attached hereto as Appendix E. 1. Teachers will have the right, upon written request, to review the contents of their teacher's personnel file. 2G. The building principal and the appropriate administrator are responsible for executing a written evaluation of all personnel in his/her building at least once every three (3) years. No material derogatory to a teacher's conduct, service, character, or personality The Board will inform the Association within the first five (5) weeks of school which administrator will be placed in designated to execute the personnel file unless evaluation of all Special Education, 1. Acquainting employees with evaluation devices and procedures during the teacher has had an opportunity to review the material. The teacher will acknowledge that they had the opportunity to review the material by affixing their signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and their answer shall be reviewed by the Superintendent and attached to the file copy. C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher. If a negative assessment is indicated, the evaluator's written comments must contain relevant data that supports that negative assessment. Supportive data should include (but not be limited to): a. Identification of the problem(s). b. Evidence that the evaluator had conferred with the teacher regarding area(s) of concern. c. Evidence of the evaluator's attempt(s) to assist the teacher in improving their performance.first five