Process and Procedures. The standards for the staff assessment process in the Hinsdale School District will be based upon the components and elements described in Enhancing Professional Practice: A Framework for Teaching by Xxxxxxxxx Xxxxxxxxx (ASCD, 2007). The Four Domains of Teaching Responsibility are: Domain I Planning and Preparation Domain II Classroom Environment Domain III Instruction Domain IV Professional Responsibilities The process will consist of three pathways: one for tenured teachers whose performance is satisfactory or better, one for non-tenured teachers with fewer than five years’ experience, and one for tenured teachers whose performance has been determined by the building administrator to be unsatisfactory. The Principal will determine which pathway each teacher will follow and will notify the teacher of this decision within fifteen (15) days from the beginning of the school year. The Teacher will meet annually with his/her administrator to collaboratively establish SMART goals. Goals are intended to enhance the professional growth of the staff member. Goals can be reviewed with the evaluator at any time as to their relevancy, time line for completion or extension. The staff member’s personal reflection of the goal is encouraged in order to make the process meaningful for both the staff member and the evaluator. This meeting may take place in the spring of the proceeding year, but must be completed before September 30th of the school year for which the goals apply. The teacher will put the goals in writing and submit them to the principal for approval prior to September 30th. In order to make the evaluation process more efficient and effective, teachers who agree, may instead choose to be evaluated by a principal’s designee. The following administrators are to be considered designees: the Vice-Principal, the Director of Curriculum and Instruction, the Director of Student Services and the Coordinator of Special Education. Once an administrator is assigned to a teacher that administrator will be the primary evaluator. The principal will be the primary evaluator if a situation arises concerning teacher performance or any situation that could lead to disciplinary measures or possible non-renewal. Principals are responsible for any teacher who may need to be placed on an improvement plan or are on improvement plans. Tenured teachers whose overall performance is satisfactory or better The staff assessment process for teachers whose performance is satisfactory or better will include one year with a formal observation and a summative assessment (to be called the evaluation year) and two years with a goal setting, self- assessment and self-evaluation process (to be called supervision years). During the evaluation year, the principal/designee will complete a formal evaluation which consists of goal setting, self-assessment, a pre-observation conference, the formal observation and a post- observation conference with the teacher prior to April 15th. The principal/designee will complete a minimum of one formal evaluation in a three year certification cycle. The options for tenured staff during their two supervision years, and with agreement from the building principal, are as follows:
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Process and Procedures. The standards for the staff assessment process in the Hinsdale School District will be based upon the components and elements described in Enhancing Professional Practice: A Framework for Teaching teaching by Xxxxxxxxx Xxxxxxxxx (ASCD, 2007). The Four Domains of Teaching Responsibility are: Domain I Planning and Preparation Domain II Classroom Environment Domain III Instruction Domain IV Professional Responsibilities ) The process will consist of three pathways: pathways- one for tenured teachers whose performance is satisfactory or better, one for non-non- tenured teachers with fewer than five years’ 3 years experience, and one for tenured teachers whose performance has been determined by the building administrator to be unsatisfactory. The Principal will determine which pathway each teacher will follow and will notify the teacher of this decision within fifteen (15) days from the beginning of the school year. The Teacher will meet annually with his/her administrator to collaboratively establish SMART goals. Goals are intended to enhance the professional growth of the staff member. Goals can be reviewed with the evaluator at any time as to their relevancy, time line for completion or extension. The staff member’s personal reflection of the goal is encouraged in order to make the process meaningful for both the staff member and the evaluator. This meeting may take place in the spring of the proceeding year, but must be completed before September 30th of the school year for which the goals apply. The teacher will put the goals in writing and submit them to the principal for approval prior to September 30th. In order to make the evaluation process more efficient and effective, teachers who agree, may instead choose to be evaluated by a principal’s designee. The following administrators are to be considered designees: the Vice-Principal, the Director of Curriculum and Instruction, the Director of Student Services and the Coordinator of Special Education. Once an administrator is assigned to a teacher that administrator will be the primary evaluator. The principal will be the primary evaluator if a situation arises concerning teacher performance or any situation that could lead to disciplinary measures or possible non-renewal. Principals are responsible for any teacher who may need to be placed on an improvement plan or are on improvement plans. Tenured teachers whose overall performance is satisfactory or better The staff assessment process for teachers whose performance is satisfactory or better will include one year with a formal observation and a summative assessment (to be called the evaluation year) and two years an alternating year with a goal setting, setting and a self- assessment and self-self evaluation process (process. The teacher will meet annually with his/her administrator to be called supervision years)collaboratively establish goals for the two year cycle. During This meeting may take place in the evaluation spring of the proceeding year, but must be completed before October 15 of the principal/designee school year for which the goals apply. The teacher will put the goals in writing and submit them to principal for approval prior to October 15. A copy of each teacher’s approved goals will be forwarded by the principal to the Superintendent. The principal will complete a an alternate year formal evaluation which consists observation to consist of goal setting, self-assessment, a pre-observation conference, the formal observation and a post- observation conference with the teacher prior to April 15thMarch 30. The principalalternate year schedule does not exclude the principal from visiting classrooms to review teacher performance. The summary assessment will be conducted during the goal setting year and will be based upon (but not limited to) formal/designee informal assessments of the teacher’s performance relative to the Frameworks, the teacher’s progress toward goals mutually determined by the teacher and the supervisor and the teacher’s self-assessment relative to the Frameworks. In preparation for writing the summative assessment, the principal will complete a minimum of one formal meet with the teacher to review his/her performance and progress toward his/her goals. Following the meeting, the principal will write the summative evaluation in a three year certification cyclenarrative format using the Summative Assessment Form and will meet with the teacher to review the written assessment. The Copies of all summative assessment will be submitted by the principal to the Superintendent on or before May 1. Other evaluative options for those tenured staff during their two supervision years, and with agreement from goal setting or self-assessment evaluation year could be as follows as long as the plan is agreed to by the building principal, are as follows:. These options are;
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Samples: Agreement
Process and Procedures. The standards for the staff assessment process in the Hinsdale School District will be based upon the components and elements described in Enhancing Professional Practice: A Framework for Teaching teaching by Xxxxxxxxx Xxxxxxxxx (ASCD, 2007). The Four Domains of Teaching Responsibility are: Domain I Planning and Preparation Domain II Classroom Environment Domain III Instruction Domain IV Professional Responsibilities ) The process will consist of three pathways: pathways- one for tenured teachers whose performance is satisfactory or better, one for non-non- tenured teachers with fewer than five years’ 3 years experience, and one for tenured teachers whose performance has been determined by the building administrator to be unsatisfactory. The Principal will determine which pathway each teacher will follow and will notify the teacher of this decision within fifteen (15) days from the beginning of the school year. The Teacher will meet annually with his/her administrator to collaboratively establish SMART goals. Goals are intended to enhance the professional growth of the staff member. Goals can be reviewed with the evaluator at any time as to their relevancy, time line for completion or extension. The staff member’s personal reflection of the goal is encouraged in order to make the process meaningful for both the staff member and the evaluator. This meeting may take place in the spring of the proceeding year, but must be completed before September 30th of the school year for which the goals apply. The teacher will put the goals in writing and submit them to the principal for approval prior to September 30th. In order to make the evaluation process more efficient and effective, teachers who agree, may instead choose to be evaluated by a principal’s designee. The following administrators are to be considered designees: the Vice-Principal, the Director of Curriculum and Instruction, the Director of Student Services and the Coordinator of Special Education. Once an administrator is assigned to a teacher that administrator will be the primary evaluator. The principal will be the primary evaluator if a situation arises concerning teacher performance or any situation that could lead to disciplinary measures or possible non-renewal. Principals are responsible for any teacher who may need to be placed on an improvement plan or are on improvement plans. Tenured teachers whose overall performance is satisfactory or better The staff assessment process for teachers whose performance is satisfactory or better will include one year with a formal observation and a summative assessment (to be called the evaluation year) and two years an alternating year with a goal setting, setting and a self- assessment and self-self evaluation process (process. The teacher will meet annually with his/her administrator to be called supervision years)collaboratively establish goals for the two year cycle. During This meeting may take place in the evaluation spring of the proceeding year, but must be completed before October 15 of the principal/designee school year for which the goals apply. The teacher will put the goals in writing and submit them to principal for approval prior to October 15. A copy of each teacher’s approved goals will be forwarded by the principal to the Assistant Superintendent of Schools for Hinsdale and Winchester. The principal will complete a an alternate year formal evaluation which consists observation to consist of goal setting, self-assessment, a pre-observation conference, the formal observation and a post- observation conference with the teacher prior to April 15thMarch 30. The principalalternate year schedule does not exclude the principal from visiting classrooms to review teacher performance. The summary assessment will be conducted during the goal setting year and will be based upon (but not limited to) formal/designee informal assessments of the teacher’s performance relative to the Frameworks, the teacher’s progress toward goals mutually determined by the teacher and the supervisor and the teacher’s self- assessment relative to the Frameworks. In preparation for writing the summative assessment, the principal will complete a minimum of one formal meet with the teacher to review his/her performance and progress toward his/her goals. Following the meeting, the principal will write the summative evaluation in a three year certification cyclenarrative format using the Summative Assessment Form and will meet with the teacher to review the written assessment. The Copies of all summative assessment will be submitted by the principal to the Assistant Superintendent of Schools for Hinsdale on or before May 1. Other evaluative options for those tenured staff during their two supervision years, and with agreement from goal setting or self-assessment evaluation year could be as follows as long as the plan is agreed to by the building principal, are as follows:. These options are;
Appears in 1 contract
Samples: Agreement
Process and Procedures. The standards for the staff assessment process in the Hinsdale School District will be based upon the components and elements described in Enhancing Professional Practice: A Framework for Teaching by Xxxxxxxxx Xxxxxxxxx (ASCD, 2007). The Four Domains of Teaching Responsibility are: Domain I Planning and Preparation Domain II Classroom Environment Domain III Instruction Domain IV Professional Responsibilities The process will consist of three pathways: one for tenured teachers whose performance is satisfactory or better, one for non-tenured teachers with fewer than five years’ experience, and one for tenured teachers whose performance has been determined by the building administrator to be unsatisfactory. The Principal will determine which pathway each teacher will follow and will notify the teacher of this decision within fifteen (15) days from the beginning of the school year. The Teacher will meet annually with his/her administrator to collaboratively establish SMART goals. Goals are intended to enhance the professional growth of the staff membermembers. Goals can be reviewed with the evaluator at any time as to their relevancy, time line timeline for completion or extension. The staff member’s personal reflection of the goal is encouraged in order to make the process meaningful for both the staff member and the evaluator. This meeting may take place in the spring of the proceeding year, preceding year but must be completed before September 30th of the school year for which the goals apply. The teacher will put the goals in writing and submit them to the principal for approval prior to September 30th. In order to make the evaluation process more efficient and effective, teachers who agree, agree may instead choose to be evaluated by a principal’s designee. The following administrators are to be considered designees: the Vice-Principal, the Director of Curriculum and Instruction, the Director of Student Services and the Coordinator of Special Education. Once an administrator is assigned to a teacher that administrator will be the primary evaluator. The principal will be the primary evaluator if a situation arises concerning teacher performance or any situation that could lead to disciplinary measures or possible non-renewal. Principals are responsible for any teacher who may need to be placed on an improvement plan or are on improvement plans. Tenured teachers whose overall performance is satisfactory or better The staff assessment process for teachers whose performance is satisfactory or better will include one year with a formal observation and a summative assessment (to be called the evaluation year) and two years with a goal setting, self- assessment and self-evaluation process (to be called supervision years). During the evaluation year, the principal/designee will complete a formal evaluation which consists of goal setting, self-assessment, a pre-observation conference, the formal observation and a post- observation conference with the teacher prior to April 15th. The principal/designee will complete a minimum of one formal evaluation in a three three-year certification cycle. The options for tenured staff during their two supervision years, and with agreement from the building principal, are as follows:
Appears in 1 contract
Samples: Agreement
