3220 - TEACHER EVALUATION

Wa-Nee Community School Corporation

Bylaws & Policies

The purpose of teacher evaluation in Wa-Nee Community Schools is to improve student learning and performance through a teacher evaluation program that maximizes performance and continuous professional growth. To be successful, the process must be cooperative so that the evaluator and the teacher share responsibility to focus on areas needing improvement and to work mutually toward improving professional competence.

FREQUENCY OF EVALUATION

	A.	Every year prior to permanent status (years of experience in Wa-Nee = 0, 1, 2, 3, 4), each teacher will be evaluated at least twice. In compliance with House Enrolled Act, No. 1108, each non-permanent and semi-permanent teacher will be provided by the building principal the first (1st) written evaluation of the teacher's performance before January 1 of each year specified above.
	B.	After reaching permanent status, a teacher will receive an end-of-year evaluation by May 1st, every fourth year (years of experience in Wa-Nee = 8, 12, 16, etc.).
	C.	A teacher may be evaluated at any other time upon the request of the teacher or the administrator.

QUALITIES OF AN EFFECTIVE EVALUATION

	A.	Evaluation is a continuous process throughout a school year and focuses on professional growth and improvement.
	B.	Evaluation is a cooperative process between the evaluatee and evaluator.
	C.	A pre-evaluation conference is conducted to help teachers understand the evaluation process, including time lines, observation procedures, use of the evaluation report, and roles of the evaluator and evaluatee. The conference may be with an individual or group of evaluatees.
	D.	The evaluation process is based on the five (5) Wa-Nee Core Principles critical to professional competence and teaching success in Wa-Nee:

		1.	teachers are committed to students and their learning;
		2.	teachers know the subjects they teach and how to teach those subjects to students;
		3.	teachers are responsible for managing and monitoring student learning;
		4.	teachers think systematically about their practice and learn from experience; and
		5.	teachers are members of learning communities.

	E.	The evaluation process provides a basis for decisions on re-employment and granting of semi-permanent and permanent status.
	F.	The final evaluation is based on a variety of sources such as multiple formal and informal classroom observations, progress toward professional growth goals, and specific incidents. It is understood that no one (1) technique, instrument, or procedure is sufficient to do the total job of evaluation.

THE WA-NEE EVALUATION PROCESS

	A.	The building principal, or other designated administrator, is responsible for initiating and supervising the evaluation process.
	B.	A pre-evaluation conference is held with each teacher to be evaluated in a given year. This conference may be with an individual or group of evaluatees.
	C.	All Wa-Nee teachers develop a Professional Growth Plan*.

		1.	The plan is based on the Five Wa-Nee Core Principles.
		2.	The plan includes a self-assessment that is the basis for goal writing.
		3.	The plan includes one (1) or more goals based on the core principles, a description of strategies to meet the goal, appropriate time lines, and the ways of demonstrating goal attainment.
		4.	Generally, an individual teacher develops a plan; however, there may be times when a department or grade level plan is appropriate.
		5.	Non-permanent teachers may have required goals. Semi-permanent and/or permanent teachers may have a required goal and/or a teacher-directed goal.
		6.	All teachers submit an annual reflection on progress toward the plan goals.

	D.	The evaluator conducts classroom observations. A minimum of three (3) formal classroom observations for non-permanent teachers, and a minimum of two (2) formal classroom observations for semi-permanent and permanent teachers will be conducted.
	E.	The evaluator prepares a written summary of the observations using the Observation/Conference Report*.
	F.	The evaluator holds a mid-year conference prior to January 1 with each non-permanent and semi-permanent teacher using the Evaluation Report*.
	G.	The evaluator holds an end-of-year conference by May 1 with all teachers in the evaluation cycle in any given year using the Evaluation Report*.
	H.	Either the evaluator or the evaluatee may initiate informal discussions, when needed or desirable.
	I.	Incidental observations or specific incidents*, either positive or negative, when of sufficient merit may be included in the evaluatee's file.
	J.	The Evaluation Report* is used to summarize the year's evaluation process.

All evaluation related documents to be placed in the teacher's permanent file are dated and signed by both the evaluator and evaluatee. In the event that an evaluatee refuses to sign a document, the evaluator shall so note the fact on the document in the presence of the evaluatee and more than one (1) witness, including two (2) Wa-Nee Education Association members. It is understood that the signature by the evaluatee merely signifies that s/he has read the material and may not necessarily indicate agreement with the content. It is further understood that the evaluatee has the right to add comments to any document. Forms to be placed in the evaluatee's file may be completed in duplicate or a copy made at the evaluatee's request. The evaluatee shall, upon request to the evaluator, be given the opportunity to examine the contents of the permanent file in the presence of the evaluator. The evaluatee shall have the opportunity to have copies made of materials included in the permanent file. Exceptions to this are letters of recommendation considered confidential and unavailable to the evaluatee.

Three (3) copies of the final evaluation shall be made: one (1) copy for the evaluatee, one (1) copy for the evaluator, and one (1) copy to be placed in the evaluatee's personnel file in the administration office.

The above evaluation provisions of the Policy shall not operate to limit the Board in seeking, obtaining, or considering other inputs in discharging its evaluative obligations, including specifically but not limited to inputs from its administrative personnel and supervisors, nor shall the results of any evaluation made under such above Policy provisions be regarded as more than a recommendation to be considered in the light of all other available data.

The Superintendent shall prepare administrative guidelines to implement this policy.

* Indicates an approved Wa-Nee Form is used.

Revised 3/02
Revised 9/3/03