3220A - EVALUATION OF STAFF

DeWitt Public Schools

Administrative Guidelines

3220A - EVALUATION OF STAFF

Evaluations of the professional staff members shall, when applicable, comply with provisions of a negotiated, collectively-bargained, agreement. In addition to whatever procedures in the negotiated agreement are relevant, the following guidelines are applicable for evaluating teacher performance:

	A.	All tenured teachers shall be evaluated at least once every three (3) years in accordance with the negotiated agreement.
		All probationary teachers shall be provided an evaluation by December 10 and a summary evaluation by March 15, which will consist of at least two (2) classroom observations held no less than sixty (60) days apart. The evaluation is to be based on the teacher's proficiency in each of the categories described in his/her IDP. Failure by the principal to provide such an evaluation by the date identified will result in the teacher's performance being considered satisfactory for that year.
	B.	Job objectives are clearly stated, are complete and accurate in content, and are agreed upon by the evaluator and evaluatee, on forms:

3220 F1	-	Teacher Pre-Evaluation Conference
3220 F2	-	Self-Assessment Worksheet
3220 F3	-	Individualized Development Plan
3220 F4.1	-	Observation Track I, II and III Professionals Form
3220 F4.2	-	Observation and Evaluation for Track I Professionals Form
3220 F5	-	Single Lesson Plan Form
3220 F6	-	Professional Log for Beginning Teachers
3220 F7	-	Professional Log for Tenured Staff
3220 F7.5	-	Professional Log for Administrators
3220 F8	-	Summative Evaluation Form
3220 F9	-	Professional Growth Plan
3220 F10		Evaluation Documents for Personnel File

	C.	Data on results, performance, and attitudes, as defined in the IDP, are complete, accurate, relevant, and clearly-described.
	D.	Factors hindering achievement of job objectives are clearly-defined as areas for needed improvement by the evaluator.
	E.	Evaluation procedures are established and mutually agreed-upon, and which ensure that the same process is used for similar positions and the confidentiality of the staff member is protected.

STRATEGY FOR EVALUATION

The following guidelines should be followed when designing an evaluation plan. (See AG 2605 for steps of the strategy and additional guidelines.)

Relevant Terms

		1.	measurement - determination of the current result and/or performance
		2.	assessment - comparison of the current result/performance with a desired and/or minimally acceptable level of quality
		3.	observation - measurement and/or assessment while one or more aspects of the expected result is being produced or created (performance)
		4.	evaluation - value judgement about the result/performance based on the assessment

	B.	Intended Outcome of the Evaluation Plan
		The procedure should produce conclusions that:

		1.	include those characteristics of a result and/or performance that meet or exceed described standards;
		2.	include those characteristics that fall below such standards;
		3.	are complete (no missing elements), accurate (no factual errors or unsupported inferences), and clear (understandable by all relevant parties);
		4.	indicate priorities for closing important gaps between current results/performance and expected results/performance;
		5.	provide a judgement about the value or worth of the result and/or performance.

Revised 9/04