Poorly Performing Teachers definition

Poorly Performing Teachers refers to teachers identified through the evaluation process set forth in this policy who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards-based evaluation system.
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Poorly Performing Teachers refers to teachers identified through the evaluation process set forth in this policy who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards-based evaluation system. "Comparable Evaluations" - since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of "Ineffective," "Developing," "Skilled," and "Accomplished." Removal of poorly performing teachers will be in accordance with the nonrenewal and termination statutes of the Ohio Revised Code and/or the relevant provisions of the collective bargaining agreement in effect between the Board and the Xxxxx Education Association. Nothing in this policy will be deemed to prevent the Board from exercising its rights to nonrenew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the Badger Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew a teacher evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the teacher’s summative rating. R.C. 3319.02, 3319.11, 3319.111, 3319.112, 3319.114, 3319.22, 3319.222 R.C. 3319.226, 3319.26, 3319.58, 3333.0411 A.C. 3301-35-03(A) Sub. H.B. 362 H.B. 64 (2015) COMPLAINT FORM DISTRICT PERSONNEL RELATIONS – PRINCIPAL'S LEVEL Complaint/criticism of a particular district employee is to be delivered to the employee first. If the complainant is dissatisfied, the complaint shall be committed to writing on this form and submitted to the building principal. A conference will be arranged among the complainant, employee and building principal. Employee's Name: Complainant's Name: Written Complaint: Action Desired: Date Submitted to the Building Principal: Decision by Building Principal: Signed: Date: GRIEVANCE REPORT FORM Badger Education Association (Please type or print) Grievant Date of Formal Presentation Home Address: Phone: Building: Building Administrator: Name of Association Representative: Statement of Grievance: Relief Sought: Signed: Date:
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Poorly Performing Teachers refers to teachers identified through the evaluation process set forth in this policy who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards-based evaluation system. Removal of poorly performing teachers will be in accordance with the non-renewal and termination statutes of the Ohio Revised Code and/or the relevant provisions of the Collective Bargaining Agreement (CBA). Nothing in this policy will be deemed to prevent the Loudonville-Perrysville Board of Education from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement (CBA) in effect between it and the Loudonville-Perrysville Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Loudonville-Perrysville Board of Education reserves the right to non-renew a teacher evaluated under this policy in accordance with RC 3319.11 notwithstanding the teacher’s summative rating. In evaluating teacher performance for the 2015-2016 school year, the Safe Harbor provisions permitted under Ohio law will be utilized as it relates to Ohio’s new assessments administered during the 2014-2015 school year. For all future contract years, the Board and Association agree to work together to draft a Memorandum of Understanding that shall adopt similar Safe Harbor provisions. Evaluation Orientation Not later than October 1 each year that evaluation is scheduled, or in the case of a new teacher within 30 days of the first day worked, each teacher shall be notified in writing of the name and position of the primary evaluating supervisor. A teacher newly employed or one reassigned (and scheduled for evaluation) after the beginning of the school term shall be notified by the primary evaluator of the evaluation procedures in effect. Such notification shall be within two weeks of the first day in a new assignment. Additional Observations & Evaluations Up to two additional observations will be conducted upon the request of the teacher only. Such additional observations shall be conducted by a Loudonville-Perrysville School District administrator so designated by the teacher. These observations would not replace evaluations that are to be completed by the primary evaluator as specified above. The evaluator/administrator is not require...
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Examples of Poorly Performing Teachers in a sentence

  • Removal of Poorly Performing Teachers: The board adopts the following procedures to be used by the district administrators in the removal of poorly performing teachers: Refer to outline.

  • Retention and Promotion Decisions/Removal of Poorly Performing Teachers It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of Instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development.

  • Retention and Promotion Decisions/Removal of Poorly Performing Teachers It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development.

  • Retention and Promotion Decisions/Removal of Poorly Performing Teachers It is the purpose of this Standards-Based Teacher Evaluation procedure to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development.

  • Poorly Performing Teachers The Board uses evaluation results for removing poorly performing teachers.

  • Limited contract teachers that the Board intends to renew after their first year and have met all of the expectations in the Ohio Standards for the Teaching Profession will be notified by the Superintendent and afforded the conditions covered under Article XI-I (1) Removal of Poorly- Performing Teachers below.


More Definitions of Poorly Performing Teachers

Poorly Performing Teachers refers to teachers identified through the evaluation process set forth in this policy who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards-based evaluation system. "Comparable Evaluations" - since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of "Ineffective," "Developing," "Skilled," and "Accomplished." Removal of Poorly Performing Teachers Removal of poorly performing teachers will be in accordance with the nonrenewal and termination statutes of the Ohio Revised Code and/or the relevant provisions of the collective bargaining agreement in effect between the Board and the HEA. Nothing in this policy will be deemed to prevent the Board from exercising its rights to nonrenew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the HEA. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew a teacher evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the teacher's holistic rating. The parties intend that the provisions of this article shall be the sole and exclusive procedure for the observation and evaluation of teachers and shall supersede the provisions of the ORC Sections 3319.11 and 3319.111.
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Poorly Performing Teachers refers to teachers identified through the evaluation process set forth in this policy who demonstrate an inability and/or unwillingness to meet the reasonable expectations of this standards-based evaluation system. “Comparable Evaluations” Since seniority may not be the basis for teacher retention or other employment decisions, except when deciding between teachers who have comparable evaluations, this refers to teachers within the categories of “Ineffective,” “Developing,” “Proficient,” and “Accomplished.” The Board shall consider additional factors in making retention and promotion decisions such as but not limited to the following: • Dual Enrollment Qualifications • Dual Licensure • Reading Endorsement • Masters or Higher Degree in Area of Teaching • Extraordinary Accomplishments: National Board Certification, Master Teacher, etc. • Academic Leadership Roles • Specialized Training or Background • Bilingual Teachers • Documented Student Achievement Gains Removal of Poorly Performing Teachers Poorly performing teachers may be removed, upon recommendation of the Superintendent, either through non-renewal or termination, when the following has been demonstrated pursuant to ORC 3319.16:
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Related to Poorly Performing Teachers

  • Publicly Perform means to perform public recitations of the Work and to communicate to the public those public recitations, by any means or process, including by wire or wireless means or public digital performances; to make available to the public Works in such a way that members of the public may access these Works from a place and at a place individually chosen by them; to perform the Work to the public by any means or process and the communication to the public of the performances of the Work, including by public digital performance; to broadcast and rebroadcast the Work by any means including signs, sounds or images.

  • Sexually explicit performance means a live or public act or show intended to arouse or satisfy the sexual desires or appeal to the prurient interest of patrons.

  • Extreme performance coating means coatings designed for harsh exposure or extreme environmental conditions.

  • human performance means human capabilities and limitations which have an impact on the safety and efficiency of aeronautical operations;

  • Fat wood means pieces of wood kindling with high naturally-occurring levels of sap or resin which enhance ignition of the kindling. “Fat wood” does not include any kindling with substances added to enhance flammability, such as wax-covered or wax-impregnated wood-based products.

  • Not off-vehicle charging hybrid electric vehicle (NOVC-HEV) means a hybrid electric vehicle that cannot be charged from an external source.

  • Control Performance Standard or “CPS” shall mean the reliability standard that sets the limits of a Balancing Authority’s Area Control Error over a specified time period.

  • Basket Performance means a decimal number calculated by applying the following formula: BP = ∑ W ×iX ⎛⎜⎜i=1 ⎝ Underlyingi,FINAL ⎞⎟⎠Underlyingi,INITIAL ⎟ where: BP = Basket Performance X = 8 Wi = Weighting of the relevant Underlying Underlying i,FINAL Underlying i,INITIAL= Arithmetic mean of the Reference Prices of the relevant Underlying with respect to all Averaging Dates = Initial Price of the relevant Underlying

  • Index Performance means, in relation to an Index and an Auto-Call Valuation Date or the Valuation Date, as the case may be, a percentage calculated by the Calculation Agent in respect of such date in accordance with the following formula: Index Performance =Final Index Level × 100% Initial Index Level

  • Off-vehicle charging hybrid electric vehicle (OVC-HEV) means a hybrid electric vehicle that can be charged from an external source.