| West Clermont Local School District |
| Bylaws & Policies |
3220 - STANDARDS-BASED TEACHER EVALUATION
The Board of Education ("Board") of the West Clermont Local School District ("District") adopts the following teacher evaluation policy in accordance with the standards-based statewide teacher evaluation framework adopted by the State Board of Education in November 2011. The Board acknowledges that this teacher evaluation policy aligns with the
Standards for the Teaching Profession as set forth in State law.The Board directs the Superintendent to implement this policy in accordance with State law. Any updates to the framework adopted by the State Board of Education shall automatically be incorporated in this policy. The requirements of this policy prevail over any conflicting provisions of a collective bargaining agreement entered into on or after September 24, 2012.
Definition of "Teacher"
Notwithstanding R.C. 3319.09, this policy applies to District employees who meet one of the following categories:
| A. | A teacher working under a license issued under R.C. 3319.22, 3319.26, 3319.222 or R.C. 3319.226 who spends at least fifty percent (50%) of his/her time providing student instruction; or | |
| B. | A teacher working under a permanent certificate issued under R.C. 3319.222 as existed prior to September 2003 who spends at least fifty percent (50%) of his/her time providing student instruction; or | |
| C. | A teacher working under a permanent certificate issued under R.C. 3319.222 as it existed prior to September 2006 who spends at least fifty percent (50%) of his/her time providing student instruction. |
Assigning an Effectiveness Rating
Each evaluation will result in an effectiveness rating in accordance with the State Board of Education Framework.
Calculating Teacher Performance
Teacher performance is evaluated during cycles of formal observations and classroom walkthroughs. Unless the use of the alternative framework for calculating ratings assigned to teacher evaluations, Ohio law or State Board of Education requirements mandate otherwise, fifty-percent (50%) of the effectiveness rating will be attributed to Teacher Performance through a process based upon the Ohio Standards for the Teaching Profession.
The Superintendent/designee selects/develops evaluation tools to calculate teacher performance in consultation with teachers. The Board directs the Superintendent/designee to develop procedures for these evaluation tools in consultation with teachers.
Calculating Student Growth Measures
For purposes of this policy, "student growth" means the change in student achievement for an individual student between two or more points in time. This component of the evaluation includes, where available, one or more of the following: 1) Teacher-level Value-Added Data (or alternative student academic progress measures if adopted by ODE); 2) ODE-Approved Assessments; and/or 3) Locally-determined Measures; in accordance with state law and State Board of Education requirements.In the calculation for student academic growth, students shall be excluded per state law and regulation.
Evaluation Timeline
Credentialed evaluators shall evaluate all teachers annually, with at least two formal observations of at least thirty (30) minutes each and classroom walkthroughs each school year, except as follows:
| A. | The Superintendent or designee may opt in a given school year not to evaluate any teacher who was on leave from the District for fifty percent (50%) or more of that year. | |
| B. | The Superintendent or designee may opt in a given school year not to evaluate any teacher who has submitted a notice of retirement that has been accepted by the Board no later than December 1st of the school year in which the evaluation is otherwise scheduled to be conducted. | |
| C. | The Superintendent or designee may opt to evaluate a teacher who has received an "Accomplished" rating on his/her most recent evaluation once every three school years, so long as the teacher’s student academic growth measure for the most recent school year for which data is available is average or higher, as determined by ODE. | |
| D. | The Superintendent or designee may opt to evaluate a teacher who has received a "Skilled" rating on his/her most recent evaluation once every two school years, so long as the teacher’s student academic growth measure for the most recent school year for which data is available is average or higher, as determined by ODE. |
The Superintendent or designee may deviate from the evaluation rotation in sections C. or D., above, in order to balance the rotation of teachers to be evaluated in a given school year. In such instance, the affected teacher(s) will be timely notified of the change in the evaluation rotation. Furthermore, in any school year that a teacher is not formally evaluated as a result of receiving a rating of Accomplished or Skilled on the teacher’s most recent evaluation, a credential evaluator shall conduct at least one observation and hold at least one conference with the teacher.
Annual evaluations of teachers who are on limited or extended limited contracts pursuant to State law and are under consideration for nonrenewal shall, in the final contract year, include at least three formal observations of at least thirty (30) minutes each and classroom walkthroughs. All teacher evaluations must be completed on or before May 1, with a written report of the evaluation results provided to the teacher on or before May 10.
Professional Growth and Improvement Plans
The Board will provide professional development and growth opportunities in accordance with state law and regulation.
Testing for Teachers in Core Subject Areas
Beginning with the 2015-16 school year, teachers who teach in a "core subject area" who have received a rating of "ineffective" on the evaluations conducted under law and this policy for two of the three most recent school years are required to register for and take all written examinations as required by state law and regulation.
Reduction in Force and Promotion Decisions
Evaluations shall be considered when making reduction in force and promotion decisions.
Seniority shall not be a basis for making a reduction in force decision, except when making a decision between teachers who have comparable evaluations.
Removal of Poorly-Performing Teachers
To the extent permitted by law, evaluation data shall be considered when the Board proceeds according to statute to remove poorly performing teachers. This policy shall not be construed to abridge the Board’s right to remove a teacher pursuant to Ohio law based on grounds other than evaluation.
Professional Development
The Board will provide for the allocation of financial resources to support professional development to the extent required by State law and the State Board of Education evaluation framework.
Nothing in this policy will be deemed to prevent the Board from exercising its rights to nonrenew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between it and the West Clermont Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to nonrenew a teacher evaluated under this policy in accordance with R.C. 3319.11 notwithstanding the teacher's summative rating.
R.C. 3319.11; 3319.111; 3319.112; 3319.114; 3319.222; 3319.58
Am. Sub. HB 153 (September 29, 2011); Sub. SB 316 (September 24, 2012);
Am. Sub. HB 555 (March 22, 2013); Am. Sub. HB 362 (September 11, 2014)
Adopted 5/28/13
Revised 12/8/14
Revised 10/27/15
© Neola 2015