EVALUATION OF AND NOMINATION OF CERTIFIED STAFF MEMBERS

 

The Board expects its administrative and supervisory staffs to help and to encourage teachers in developing their teaching personalities and instructional abilities and to evaluate the results of a teacher’s efforts in a professional manner.

 

The purpose of teacher evaluation shall be to assist teachers to develop and to strengthen their professional abilities.  Teacher evaluation shall be a process through which the administrator provides guidelines, suggests ways to overcome difficulties, makes commendations, and determines the progress of a teacher’s professional performance.

 

The administrator has the responsibility of making a thorough, fair, and objective evaluation of all teachers in his/her building.  The administration shall have as the primary purpose for teacher evaluation, the growth of individual members, as well as the strengthening of the total school staff.

 

Formal evaluations shall be made by the administrative personnel authorized to do so.

 

The scope and sequence of course content, the detail of which the content shall be covered, and the amount of the content that shall be covered, shall be reviewed by the evaluator.  The evaluator shall solicit the assistance of the Department Head, the Team Leader, and appropriate consultants (such as higher education specialists) when appropriate, particularly in the more esoteric subject areas.

 

Students will be expected to achieve in accordance with their individual abilities.

Evaluation for probationary teachers shall be ongoing and a formal evaluation shall normally be completed before May 1, of each school year.  Formal statements of evaluation for Career Ladder teachers shall be written once each year, due by May 1.  All other continuing contract teachers will be evaluated on a three year cycle and formal evaluation shall be completed by February 1.

 No later than the first regular February Board meeting of each year, the Superintendent shall present to the Board his/her recommendations regarding appointments of continuing staff and then probationary staff at the first May meeting.

 

 Basic Procedures in Evaluation

 

1.  The results of all formal conference and evaluative interviews, with recommendations the teacher might take to improve his/her performance, shall be recorded with copies to the teacher, the administrator, and the Superintendent.  Both the teacher and the administrator shall sign these reports.  The teacher’s signature does not necessarily mean agreement with the evaluation.

 

2.  Following each evaluative interview, the administrator and the teacher will discuss matters pertaining to the teacher’s professional growth and development.

 

3.  In the event a teacher does not agree with the administrator’s evaluation, the disagreement may be submitted in writing with copies for the administrator and the Superintendent.

 

4.  The Superintendent shall maintain a cumulative file of all pertinent data relating to each teacher.  This file shall be available for the teacher’s review and shall include all statements of disagreement filed by the teacher.

 

 

Amended:         11/26/84

Amended:         12/8/97

Amended:         06/12/00

Amended:         06/11/01

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