GCOEVALUATION OF PROFESSIONAL
STAFF MEMBERS
GCOThe process of evaluation for professional staff members shall lead to improvement of the quality of instruction and the strengthening of the abilities of the professional staff.
Definition of Terms
In this policy:
● Certificated teacher means a person who holds a certificate from the State Board of Education to work in the schools and who is employed under contract in a position that requires certification, except a psychologist or an administrator devoting at least fifty percent (50%) of the person's time to classroom teaching.
● Inadequacy of classroom performance means the definition of inadequacy of classroom performance adopted by the Governing Board.
● Performance classifications means the four (4) performance classifications for teachers and principals adopted by the Governing Board.
● Qualified evaluator means a school principal or other person who is trained to evaluate teachers and who is designated by the Governing Board to evaluate certificated teachers.
Certain elements in an effective evaluation process shall be emphasized:
● Evaluation shall be a cooperative endeavor between evaluator and evaluatee.
● Open communication shall be considered essential.
● The agreed-upon purpose of evaluation shall be to work toward common goals for the improvement of education. This shall include attention to student and staff success, which shall include all certificated staff members.
● Evaluation shall be continuous, flexible, and sensitive to need for revision.
● The result of evaluation(s) shall be courses of action for the improvement of instruction. These courses of action shall be set in motion by specific recommendations mutually reviewed by the evaluator and the evaluatee.
● Evaluation shall be considered one aspect of effective management, rather than a discrete entity.
● Effective evaluation depends on accurate information; therefore, input from all appropriate sources shall be used.
● Evaluation(s) shall be based on, but not limited to:
■ Student learning as the primary focus of the teacher's professional time.
■ Job expectations within the District.
■ Instruments for assessment.
■ Personal observation.
Evaluation of Classroom Teachers
and Other Certificated Non-
administrative Staff Members
The District's Teacher Assessment Program (TAP) will be utilized as the teacher evalution system which includes:
● the use of quantitative data on student academic progress that will account for between twenty and thirty-three percent (20% - 33%) of the evaluation outcomes.
● four (4) performance classifications. These include highly effective, effective, developing, and ineffective. The performance classifications are applied to the evaluation instrument in a manner designed to improve performance and student achievement.
In accordance with state law, the District shall involve its certificated teachers in the development and periodic evaluation of the teacher performance evaluation system. The following elements will be a part of the evaluation system:
● It will meet the requirements prescribed in statute and provide at least one (1) evaluation of each certificated teacher by a qualified evaluator each school year.
● A copy of the evaluation system shall be given to each teacher in the District.
● Specific training requirements for qualified evaluators, approved by the Board, will be included.
● The Board shall receive from the Superintendent recommendations for qualified evaluators prior to naming evaluators.
● The Board will designate qualified evaluators by name or position at a Board meeting each year.
● The implementation of best practices for professional development and evaluator training adopted by the State Board of Education.
● The system will include incentives for teachers in the highest performance classification.
● The system will include a plan for the appropriate use of quantitative data of student academic progress in evaluations of all certificated teachers.
The Governing Board may waive the requirement for a second classroom observation for a continuing teacher whose teaching performance based on the first classroom observation places the teacher in one (1) of the two (2) highest performance classifications for the current school year, unless the teacher requests a second observation.
Either the qualified evaluator or another designee shall confer with the teacher to make specific recommendations as to the areas of improvement in the teacher's performance and to provide professional development opportunities for the certificated teacher to improve performance and follow up with the teacher after a reasonable period of time for the purpose of ascertaining that the teacher is demonstrating adequate performance.
The Board shall describe performance improvement plans for teachers designated in the lowest performance classification and dismissal or nonrenewal procedures pursuant to section 15-536 or 15-539 for teachers who continue to be designated in the lowest performance classification.
The Board’s dismissal or non-renewal procedures shall require that the District issue the preliminary notice of inadequacy of classroom performance no later than the second consecutive year that the teacher is designated in one (1) of the two (2) lowest performance classifications unless the teacher is in the first or second year of employment with the District or has been reassigned to teach a new subject or grade level for the preceding or current school year.
Inadequacy of Classroom
Performance
A teacher's classroom performance is inadequate if the teacher receives a rating that is below developing on any of the Teaching for Learning Rubrics: plan, teach, or increase student achievement. Inadequate classroom performance may result in the issuance of a Preliminary Notice of Classroom Performance. If the teacher's performance remains inadequate by the end of the time referenced in that notice, the teacher will be recommended for non-renewal or termination.
A teacher's rating on professionalism may constitute unprofessional conduct if the teacher receives a rating that is below developing on the "exhibit professionalism" rubrics or if any one (1) act is serious enough to warrant termination. Unprofessional conduct is grounds for non-renewal or dismissal.
The Superintendent is authorized to issue preliminary notices of inadequate classroom performance prior to Governing Board approval. The Superintendent, in consultation with the principal or supervisor of the classroom teacher, will consider any mitigating circumstances before issuing such notices to a classroom teacher who is new to the profession or who was recently reassigned to a new grade level or content area. The Board will be notified within ten (10) school days of such issuance.
Evaluation of Principals, other Administrators
and Psychologists
The District shall establish a system for the evaluation of the performance of principals, other school administrators, and certificated school psychologists. The District will seek advice from administrators and psychologists in the development of this performance evaluation system.
Evaluation of Principals
The District will utilize the Principal Evaluation Program (PEP) to evaluate principals.
The Governing Board shall adopt policies that:
● are designed to improve principal performance and improve student achievement.
● include the use of quantitative data on the academic progress of all students which shall account for between twenty percent (20%) and thirty-three percent (33%) of the evaluation outcomes.
● include four (4) performance classifications, designated as highly effective, effective, developing and ineffective.
● describe both of the following:
■ the methods used to evaluate the performance of principals, including the data used to measure student performance and job effectiveness.
■ the formula used to determine evaluation outcomes.
The evaluation system for the evaluation of the performance of principals may include the overall instructional program, student progress, personnel, curriculum, and facilities. Principals will be given a review of the evaluation procedures prior to beginning the process.
In accordance with state law, the Governing Board shall make available the evaluation and performance classification of each principal in the School District to school districts and charter schools that are inquiring about the performance of the principal in the hiring process.
Evaluation of Other Administrators
The format for the evaluation system for other administrators will be developed under the leadership of the Superintendent focusing on the responsibilities and outcomes which support the overall instructional program and needs of the District. Evaluation procedures, timelines, and methods to be used for the communication of evaluation results will be reviewed with each employee prior to the beginning of the process.
Evaluation of Certificated
School Psychologists
The evaluation system for certificated school psychologists shall include the following:
● Recommendations as to areas of improvement in the performance of the certificated psychologist if the performance warrants improvement.
● After transmittal of an assessment, a Board designee shall confer with the certificated school psychologist to make specific recommendations as to areas of improvement in performance.
● The Board designee shall provide assistance and opportunities for the certificated school psychologist to improve performance and shall follow up after a reasonable period of time for the purpose of ascertaining that adequate performance is being demonstrated.
● Appeal procedures for certificated school psychologists who disagree with the evaluation of their performance, if the evaluation is for use as criteria for establishing compensation or dismissal.
Contracts of Certificated Employees
The Governing Board shall transmit contracts of certificated employees in an electronic format. The employee will print and send a copy with an original signature to Human Resources within fifteen (15) calendar days.
Adopted: October 22, 2019
LEGAL REF.:
A.R.S.
15-153
15-203
15-502
15-503
15-512
15-536
15-537
15-537.01
15-538
15-538.01
15-539 et seq.
15-544
15-549
15-918.02
15-977
A.A.C.
R7-2-605
CROSS REF.:
GBEB - Staff Conduct
GCB - Professional Staff Contracts and Compensation
GCF - Professional Staff Hiring
GCJ - Professional Staff Noncontinuing and Continuing Status
GCK - Professional Staff Assignments and Transfers
GCMF - Professional Staff Duties and Responsibilities
GCQF - Discipline, Suspension, and Dismissal of Professional Staff Members
GDO - Evaluation of Support Staff Members