3220A - EVALUATION OF STAFF

Van Buren Intermediate School District

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:

All tenured teachers shall be evaluated at least once every three (3) years in accordance with the negotiated agreement. Those who receive a less than satisfactory evaluation shall be provided an Individualized Development Plan (IDP) as described in AG 3221.

All probationary teachers shall be provided a year-end performance evaluation 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 will result in the teacher's performance being considered satisfactory for that year.

Job objectives are clearly stated, are complete and accurate in content, are agreed upon by the evaluator and evaluatee, and are divided into the following categories:

		1.	expected/desired results (what is to be accomplished)
		2.	expected/desired actions (how something is to be done)
		3.	expected/desired attitudes (willingness to act in a particular manner)

	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 and agreed upon by the evaluator and evaluatee.
	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

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.