| Whitmore Lake 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:
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.
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.)
| A. | Relevant Terms |
| 1. | measurement - determination of the current result and/or performance | ||
| 2. | assessment - comparison of the current result/performance with a desired 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. |