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Peninsula School District

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Peninsula School District
Teacher Evaluation
A Walk Through
the Process
Belief Statement
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We believe that professional development in the Peninsula
School District is rooted in the intrinsic desire to be a life-long
learner and provide quality-learning experiences for all
students. The goal of supervision and evaluation is to promote
continual professional growth, including the use of new ideas
and strategies in a supportive environment, with clear
performance expectations. It is anticipated and expected that
staff will have room for improvement and should not become
alarmed simply because suggestions are made for improving
performance.
Professional growth and performance is assessed using the
district’s Learning & Teaching Standards for Quality
Professional Practice.
Guiding Principles
1. Certificated educators want to improve their professional skills and their
students’ learning. Therefore, our evaluation system will:
– Reflect the stages of professional growth
– Provide opportunities for self-reflection
– Recognize accomplishments and exemplary performance
– Encourage professional growth and guide staff development
2. Our evaluation system will be:
– Standards-based
– User friendly
– Reflective of different expectations for different job categories
– Legal, supportive of certification requirements, and termination
processes
Guiding Principles, continued
Reflective of the Standards for:
пЃ¬ Teachers
Reflective of the Standards for:
пЃ¬ Educational Staff Associates
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School Nurses
Counselors
Psychologists
Speech/Language Pathologists
(SLP)
Occupational Therapists (OT)
Physical Therapists (PT)
Social Workers
3. There will be coordinated training about (1) goal-setting, (2) observation
and the (3) evaluation process for staff & administrators.
Guiding Principles, continued
4. We are committed to communicating issues/concerns to staff regarding
performance, as defined in the Learning & Teaching Standards for
Quality Professional Practice (Addendum A or B), and committed to
working collaboratively to support staff as they work toward
improvement.
5. We believe that ongoing feedback is crucial to continued professional
growth. Staff can expect frequent “walk-throughs” and informal
administrative observations. Peer support and collaboration are
encouraged.
The differences between Level 1 and 2
Level 1
пЃ¬ New to the district (2 years)
пЃ¬ On a Provisional Contract
пЃ¬ On a Temporary Contract
пЃ¬ On a Plan of Improvement
пЃ¬ On Probation
Level 2
пЃ¬ Not on Level 1
пЃ¬ Four consecutive years of
satisfactory evaluations; the
last two or more in
Peninsula school District
Level 1 Responsibilities
Individual
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Meet with administrator to review
evaluation process and job expectations
prior to the end of September.
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Complete the Self-Evaluation Form F
(ESAs) prior to meeting with
administrator.
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Hold conference with administrator to
review Self-Evaluation and set goals
(Professional Goals Worksheet, Form B
(Teachers & ESAs)), based on the
Learning & Teaching Standards for
Quality Professional Practice (Addendum
B, ESAs, Levels 1 & 2), by October
15th.
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Expect a Formal Observation (Form G ESAs) with administrator within first
ninety (90) calendar days of the start
of school.
Administrator
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Review evaluation process and job
expectations with staff prior to the end
of September.
пЃ¬
Hold conference with staff member to
review Self-Evaluation Form F (ESAs)
and set goals (Professional Goals
Worksheet, Form B (Teachers & ESAs))
based on the Learning & Teaching
Standards for Quality Professional
Practice (Addendum B, ESAs, Levels 1
& 2), by October 15th.
пЃ¬
Conduct initial Formal Observation (Form
G – ESAs) to ensure basic level of
competence within first ninety (90)
calendar days of the start of school.
Level 1, continued
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Staff will receive at least two Formal
Observations; each preceded by a preconference, and followed by an optional
post conference (upon staff member or
administrator request). Written
evaluation will be provided within 6
working days.
Gather evidence to document
achievement of goals (examples may
include: student work, unit plans,
classroom newsletters, press releases,
videos, etc.).
Staff and administrator hold conference
to review evidence and progress toward
goals by May 15th. Evaluation Form, H
- Level 1 (ESAs) received from
administrator by May 31st.
Staff participates in district and building
training and seeks out opportunities for
professional growth.
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Complete at least two Formal
Observations (Form G – ESAs), each
with a pre- and post-conference OR each
with a pre-conference. Written
documentation will be provided to staff
within 6 working days of formal
observation or series of observations.
Either administrator or staff member may
request a post-conference.
Hold conference with staff to review
evidence and progress by May 15th.
Complete Evaluation Form, H - Level 1
(ESAs) by May 31st – forward one copy
to Human Resources, one copy to the
building file and one copy for the staff
member.
Level 2 Responsibilities
Individual
пЃ¬
Meet with administrator to review
evaluation process and job
expectations prior to the end of
September.
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Complete Self-Evaluation Form A
(Teachers), prior to conference with
administrator
пЃ¬
Establish your
personal/professional goals
(Professional Goals Worksheet,
Form B, (Teachers & ESAs)) that
include district and state Learning &
Teaching Standards for Quality
Professional Practice (Addendum
A, Teachers, Levels 1 & 2) and
support the building goals.
пЃ¬
Meet with administrator by October
15th to discuss Self-Evaluation,
Form A and submit Professional
Goals Worksheet, Form B.
Administrator
пЃ¬
Review evaluation process and job
expectations with staff prior to the
end of September.
пЃ¬
Hold conference with staff member
to review Self-Evaluation Form A
(Teachers) and set goals
(Professional Goals Worksheet,
Form B (Teachers & ESAs)) based
on the Learning & Teaching
Standards for Quality Professional
Practice (Addendum A, Teachers,
Levels 1 & 2), by October 15th.
Level 2, continued
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Meet with administrator for midyear check on Professional Goals
Verification, Form E, preferably by
February 15th.
Complete end of year Professional
Goals Verification, Form E, by May
15th.
Staff participates in district and
building training and seeks out
opportunities for professional
growth.
пЃ¬
пЃ¬
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Meet with staff member for midyear check on Professional Goals
Verification, Form E, preferably by
February 15th
Schedule and hold a conference
with each staff member prior to
May 31st, to review progress on
goals.
Complete Professional Goals
Verification, Form E and forward to
Human Resources and keep a copy
in the building file. Give one copy
to the staff member.
Participate in district and building
training and seek out opportunities
for staff professional growth.
Self Evaluation Form A or F
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This form is online and designed to allow certificated
staff to reflect on their areas of strength and growth.
The “Professional Development Desired” bullet will
inform the district of areas for desired staff
development.
The form is also an excellent tool to help with goal
setting.
Professional Worksheet Form B
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This form is online and designed to be used
as a tool for staff to establish professional
goal(s) based on the Learning and Teaching
Standards; also supporting the building
goals.
Level 1 Formal Observation Forms
C and G
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All staff on Level 1 will be formally observed no less than 60
minutes and no fewer than two times in a school year.
This is the form administrators will use as a tool for those
observations. It follows the Learning and Teaching Standards
for Quality Professional Practice.
Each formal observation will include a pre-conference to
apprise the administrator of objectives, methods and materials
planned for the observed activities.
Level 1 staff will receive a written report following the
observation, within six working days.
Either the staff member or administrator may request a postobservation conference.
Level 2 Professional Goals Verification
Form E and I
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This online form is designed to be used as a tool to
reflect on progress made towards goals.
Professional Development is an ongoing process
throughout your career. During the school year, this
form will help you reflect periodically on your
progress toward these goals.
Your middle of the year reflection is due to your
administrator by February 15.
Your year end reflection is due by May 15.
Your building administrator will notify you of the
format for conversation – individual or group.
Level 1 Evaluation Form D and H
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This online form will be completed by your evaluator.
Prior to May 15th, the administrator and staff member
will meet to review progress towards goals and a
draft of the Level 1 Evaluation report.
The final copy of Form D or H shall be completed,
signed and forwarded to Human Resources, the
building file and staff member prior to May 31st.
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