GCOEVALUATION OF PROFESSIONAL
STAFF MEMBERS
GCOEvaluation of Certificated Teachers
The District shall establish a system for the evaluation of the performance of its certificated teachers that complies with Arizona law. The system shall include all of the elements required by law. The evaluation system shall be utilized with other certificated non-administrative staff members in addition to teachers.
Objectives of the Teacher Performance
Evaluation System
The teacher performance evaluation system is designed to:
A. Safeguard and improve the quality of instruction received by the students.
B. Provide the teacher with opportunities for professional growth or strategies for improvement.
C. Clarify expectations relative to job performance for all certificated teachers.
D. Comply with Arizona Revised Statutes.
Bases of Evaluation
Evaluation(s) shall be based on but not limited to:
A. Job expectations within the District.
B. Instruments for assessment.
C. Personal observation.
D. Data collection.
Orientation to Teacher Performance
Evaluation System
The District's annual orientation program will include an orientation to the evaluation system.
Any teacher hired after the orientation program has occurred will be promptly oriented by an evaluator.
Notwithstanding the above, all teachers are expected to review Governing Board Policy GCO and Administrative Regulation GCO-RA and related evaluation materials to familiarize themselves with the system.
Qualified Evaluators
The Governing Board shall ensure that persons evaluating teaching are qualified to evaluate teachers, by delegating to the administration the responsibility for ensuring that evaluators are provided training that incorporates the philosophy, procedures, and techniques necessary to ensure effective evaluations. In developing such training, the administration shall consider the best practices for evaluator training adopted by the State Board of Education, as well as local or national evaluator training.
The Superintendent shall annually provide to the Governing Board a list of those persons who have completed the training required for evaluators. The Governing Board shall designate those properly trained persons to serve as evaluators for the District's teacher performance evaluation system.
Each teacher will be evaluated by a qualified evaluator. District office administrators may assist with the evaluation process.
Frequency of Evaluations
The law prescribes the minimum number of regular performance evaluations that must be conducted annually. The Governing Board authorizes qualified evaluators to conduct additional teacher performance evaluations as they deem necessary.
Definition of Inadequacy of
Classroom Performance
The District's definition of "inadequate classroom performance" is as follows:
Inadequate classroom performance means the teacher is unable to implement or consistently implement those teaching skills necessary for creating a successful leaning environment for all students; or a teacher fail's to have sufficient knowledge of the subject matter or the basic skills needed to import that knowledge to the students.
The criteria of instructional responsibilities are those indicators listed under each performance standard in the District's Teacher Performance Evaluation System. A teacher's classroom performance will be deemed "inadequate" if the teacher receives a rating of "ineffective" in one (1) or more of the performance standards. A teacher's classroom performance may be deemed "inadequate" if the teacher receives a rating of "partially effective" in three (3) or more of the performance standards.
Periodic Review and Update of
Teacher Evaluation System
The District's certificated teachers shall be involved in the development and periodic evaluation of the teacher performance evaluation system. The Governing Board will be responsible for final approval of the proposed revisions to the evaluation system.
As required by A.R.S. 15-537(B), District administration shall develop recommendations for the following possible additions to the teacher evaluation system. Any one (1) or more of the described provisions shall be brought to the Governing Board for consideration in the event of applicability to the District.
A. Incentives for teachers in the highest performance classification.
B. Incentives for teachers in the two (2) highest performance classifications to work at schools that are assigned a letter grade of D or F pursuant to section 15-241.
C. Protections for teachers who are transferred to schools that are assigned a letter grade of D or F pursuant to section 15-241.
D. Protections for teachers if the principal of the school is designated in the lowest performance classification.
Confidentiality of Teacher Evaluations
Teacher evaluations are confidential and do not constitute public records and will not be released or shown to any person except as specified in A.R.S. 15-537.
Distinction Between Inadequate
Classroom Performance and
Professional Responsibilities
If there is reliable and substantial evidence that a teacher's failure to meet criteria set forth in Domains I - IV of the evaluation instrument is deliberate, the teacher's failure to meet the criteria may be deemed unprofessional conduct, rather than inadequacy of classroom performance.
Evaluation of Administrators
and Psychologists
The District shall establish a system for the evaluation of the performance of principals, other school administrators, and psychologists in the development of the performance evaluation system.
The specific format for the evaluation system for certificated administrators and school psychologists shall be developed under the leadership of the Superintendent.
Other Evaluations
The District may develop separate evaluation instruments for counselors, media specialists, school nurses and other certificated and licensed individuals who provide services to students but who are not classroom teachers.
Adopted: November 5, 2013
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