Laurel Springs School District

Evaluation                                                                                                                                           Policy #4116

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The board of education believes that the effective evaluation of teaching staff is essential to the achievement of the educational goals of this district, including student achievement of the Core Curriculum Content Standards.  The purpose of this evaluation shall be to promote professional excellence and improve the skills of teaching staff members; improve pupil learning and growth; and provide a basis for the review of staff performance.

The board encourages a positive working environment in which the professional growth that results from staff participation in the evaluation process is considered of major importance.  Therefore, the administration shall develop evaluation instruments flexible enough to identify the needs, strengths, and improvement objectives of each staff member.

The chief school administrator shall develop, in consultation with teaching staff members, job descriptions for each teaching staff member position and evaluation criteria for said positions based directly upon the job description. The job description shall be concise, stating major responsibilities as briefly as possible.  All job descriptions shall be presented to the board for approval.

All teaching staff members shall be evaluated against criteria that evolve logically from the instructional priorities and program objectives of each staff member as specified in the job description for his/her position. 

Criteria must include but need not be limited to consideration of pupil progress; instructional skills; subject knowledge; professional conduct and growth; human relations skills; classroom management skills.  These criteria shall also apply to requirements for continuing education and shall be incorporated into each teacher's professional development plan (PIP).

The evaluation procedures shall provide continuous, constructive, cooperative interaction and communication between the teaching staff member and his/her supervisor/evaluator, thus ensuring a valid basis for performance review.  All procedures for the evaluation of teaching staff members shall be in compliance with law and regulation.

All evaluative procedures shall include review of each teacher's progress toward achievement of the state-required goal of 100 clock hours of professional development every five years.  Evaluative procedures shall recognize that the purpose of this goal is to assist teaching staff in obtaining and maintaining the knowledge and skills essential to student achievement of the state's Core Curriculum Content Standards.  In any instance where an individual teacher fails to make annual progress toward meeting the 100-hour requirement, or where a professional fails to satisfy the requirement fully within the five-year period, the district administration shall take appropriate remedial action, applying sound

and accepted principles of progressive supervision as well as by using existing laws and rules to the fullest extent.

The district administration shall recognize each teacher's fulfillment of the continuing education requirement.  For evaluative purposes, a teacher has fulfilled his/her professional improvement plan when his/her students have demonstrated satisfactory progress toward achievement of the curriculum standards, as well as the educational goals of this district. 

At the end of the first five-year cycle, the district administration shall annually report all instances of noncompliance and actions taken to address them to the State Department of Education.  The board of education shall cooperate with the County Professional Development Board and the county superintendent in evaluating its program and progress toward goals.

The chief school administrator shall provide each teaching staff member with a copy of this policy statement, his/her job description, and his/her evaluation criteria annually by October 1, and shall distribute any amendments to those documents within 10 working days of their becoming effective.  Evaluations shall be completed before April 30 in compliance with law.

General Items

1.     All classroom observations will be followed by a teacher/administrator conference within ten school days.

2.     Written evaluation will be signed by both parties and copies provided for his/her records.

3.     Teaching staff shall have the right to submit a disclaimer of the evaluation within ten days of the conference and the disclaimer shall be attached to each party’s copy of the evaluation report.

4.     Conferences will be held to discuss portfolios submitted.  Within ten days the supervisor will provide the teacher written comments on the portfolio composed of commendations and recommendations.

5.     The evaluation form used with address three domains of effective teaching:

        A.  Planning and preparation

        B.  The Classroom Environment

        C.  Instruction

Track I Beginning Teacher Program

1.     Three observations will be completed each year (minimum).

2.     One observation will be from each of the three (3) domains.

3.     During the first three years of employment a Professional Evidential Portfolio (PEP) (Level I) will be developed.

Track II  Professional Development Program

Option A  One observation each year (minimum) on Domain III: Additional observations may be conducted on any of the three domains.

Option B

1.     Development of a Professional Presentation Portfolio (PPP) (Level II)

2.     One observation linked to the PPP being developed

This policy and related procedures shall be reviewed at least yearly, and any necessary revisions made before readoption by the board. 

First Reading:  02/06

Adopted:  03/06