GCOEVALUATION OF PROFESSIONAL
STAFF MEMBERS
GCOThe process and purpose of evaluation for certificated professional staff members is to result in improvement of the quality of instruction and the strengthening of the abilities of the professional staff.
Definition of Terms
In this policy:
A. Certificated teacher means a person who holds a certificate from the State Board of Education to work in the schools of this state 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.
B. Inadequacy of classroom performance means the definition of inadequate classroom performance adopted by the Governing Board.
C. Performance classifications means the four (4) performance classifications for teachers and principals adopted by the Governing Board.
D. 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.
Evaluation of Classroom Teachers
and Other Certificated Non-
administrative Staff Members
The District teacher performance evaluation system shall do the following:
A. Be designed to improve teacher performance and improve student achievement;
B. Include quantitative data on the academic progress for all students, which shall account for between twenty percent (20%) and thirty-three percent (33%) of the evaluation outcomes;
C. Include four (4) performance classifications, designated as highly effective, effective, developing, and ineffective;
At least annually, the Governing Board will discuss at a public meeting its aggregate performance classifications of principals and teachers.
Performance classifications for teachers shall be the same four (4) performance classifications adopted by the State Board of Education. The performance classifications are to be applied to the evaluation instruments in a manner designed to improve principal and teacher performance. At least annually, the Governing Board will discuss at a public meeting its aggregate performance classifications of principals and teachers.
The District will 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:
A. 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.
B. A copy of the evaluation system shall be given to each teacher in the District.
C. Specific training requirements for qualified evaluators, approved by the Governing Board, will be included which may involve local or national educator training resources recommended by the Superintendent.
D. The Superintendent will recommend qualified evaluators to the Governing Board for approval prior to naming evaluators.
E. The Board will designate qualified evaluators.
F. Best practices for professional development and evaluator training adopted by the State Board of Education will be considered.
G. The system will include incentives for teachers in the highest performance classification.
H. The system will include a plan for the appropriate use of quantitative data of student academic progress in evaluations of all certificated teachers. The plan may make distinctions between certificated teachers who provide direct instruction to students and certificated teachers who do not provide direct instruction to students. The plan may include data for multiple school years and may limit the use of data for certificated teachers who have taught for less than two (2) complete school years.
The qualified evaluator or another designee of the Superintendent 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 Superintendent or the Superintendent's designee shall issue 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 Superintendent or the Superintendent's designee shall 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.
The District teacher evaluation will address the following items:
Item 1:
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.
Item 2:
The Board’s dismissal or nonrenewal 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:
A. The probationary or continuing teacher receives a performance rating of "ineffective" with respect to any performance component of the District's evaluation instrument; or
B. The continuing teacher receives a performance rating of "developing" with respect to three (3) or more performance components with respect to the District's evaluation instrument as a whole; or
C. The continuing teacher receives a summative evaluation score in the bottom two (2) classifications ("ineffective" or "developing") for two (2) consecutive years; or
D. The probationary or continuing teacher fails to achieve the defined improvement goals within the defined time parameters delineated in a performance improvement plan.
The Superintendent or the Superintendent's designee is authorized to issue preliminary notices of inadequacy of 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.
A teacher whose evaluation is used as a criterion for establishing compensation and who disagrees with the evaluation may make a written appeal. The teacher shall have the burden of proof in the appeal. The appeal shall go to the Superintendent.
Evaluation of Principals,
other Administrators
and Psychologists
The Board authorizes the Superintendent to establish a system for the evaluation of principals, other administrators, and certificated school psychologists. Advice may be sought from those to be evaluated in the development of the performance evaluation system for each of these employee classifications.
Evaluation of Principals
The Governing Board shall adopt policies that:
A. are designed to improve principal performance and improve student achievement.
B. include the use of quantitative data on the academic progress for all students, which shall account for between twenty percent (20%) and thirty-three percent (33%) of the evaluation outcomes.
C. include four (4) performance classifications, designated as highly effective, effective, developing and ineffective.
D. describe both of the following:
1. the methods used to evaluate the performance of principals, including the data used to measure student performance and job effectiveness.
2. the formula used to determine evaluation outcomes.
The evaluation system for the evaluation of the performance of principals may include the over-all instructional program, student progress, personnel, curriculum, and facilities. Principals will be given a review of evaluation procedures prior to beginning the process.
Subject to statutory limitations, the Board shall make available the evaluation and performance classification pursuant to A.R.S. 15-203 of each principal in the District to school districts and charter schools that are inquiring about the performance of the principal for hiring purposes.
Evaluation of Other Administrators
The format for the evaluation system for other administrators (other than the Superintendent) will be developed under the leadership of the Superintendent, focusing on the responsibilities and outcomes which support the over-all instructional program and needs of the District. Review evaluation procedures, timelines, and methods to be used for the communication of evaluation results will be reviewed with each employee prior to beginning the process.
Evaluation of Certificated
School Psychologists
The evaluation system for certificated school psychologists shall include the following:
A. Recommendations as to areas of improvement in the performance of the certificated school psychologist if the performance warrants improvement.
B. After transmittal of an assessment, a Superintendent designee shall confer with the certificated school psychologist to make specific recommendations as to areas of improvement in performance.
C. The Board designee shall provide assistance and opportunities for the certificated school psychologist to improve his or her performance and shall follow up after a reasonable period of time for the purpose of ascertaining that adequate performance is being demonstrated.
D. 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 may transmit and receive contracts of certificated employees in an electronic format and may accept electronic signatures on those contracts. The Superintendent will develop procedures for the implementation of this discretionary process.
The Governing Board may adopt requirements that require electronic signatures to be followed by original signatures within a specified time period.
Adopted: October 14, 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