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10-1 Performance Evaluations are used to:
- improve instruction;
- communicate the District’s objectives and direct its work force;
- enhance the implementation of program curriculum;
- measure professional growth and development of licensed personnel;
- implement District and school goals in the classroom;
- determine and document satisfactory or unsatisfactory performance; and
- measure the level of performance of all personnel covered by this Agreement.
10-2 Definition of Terms
10-2-1 As used only in this evaluation process, unless the context otherwise requires:
10-2-1-1 “Days” means working school days.
10-2-1-2 “Evaluator” means school principal or administrative supervisor who is responsible for the evaluation. Principals are responsible for all evaluations in their buildings, but may designate other qualified administrators to assist.
10-2-1-3 “Objectives” means annual measurable objectives developed by a teacher in collaboration with that teacher’s evaluator, two of which must address District and/or school objectives.
10-2-1-4 “Objectives conference” means the annual conference between the evaluator and the teacher to develop and/or review the teacher’s objectives.
10-2-1-5 “Observation” is a work setting observation of a teacher’s performance.
10-2-1-6 “Peer assistant” is a teacher selected from a pool of specially trained teachers to assist a teacher during a remediation plan.
10-2-1-7 “Standards and Criteria” are those observable behaviors on which performance is rated, as advanced, proficient, partially proficient, or unsatisfactory:
- “Advanced” means standards and criteria are clearly exceeded.
- “Proficient” means performance consistently meets standards and criteria.
- “Partially Proficient” means performance partially meets standards and criteria; therefore, improvement is needed.
- “Unsatisfactory” means that performance consistently fails to meet objectives of standards and criteria.
10-2-1-8 “Post-evaluation conference” means a conference between the teacher and evaluator or designee in which the final written evaluation is discussed and presented to the teacher for signature. This may be combined with a post-observation conference.
10-2-1-9 “Post-observation conference” means the conference required between the teacher and evaluator or designee following each formal observation to discuss what was observed and to make recommendations for improved performance, if appropriate.
10-2-1-10 “Pre-evaluation conference” means a conference between the teacher and evaluator or designee at the beginning of the evaluation process to discuss the evaluation procedure. This may be combined with a pre-observation conference in Article 10-2-1-11 and with the objectives conference in Article10-2-1-4.
10-2-1-11 “Pre-observation conference” means a conference between the teacher and evaluator or designee held prior to a formal observation.
10-2-1-12 “Remediation Plan” is a plan jointly developed by the teacher and evaluator or designee to correct an unsatisfactory performance rating on any performance characteristic.
10-2-1-13 “Satisfactory performance” means that a teacher is rated at or above partially proficient on all standards and criteria.
10-2-1-14 “Unsatisfactory performance” means that a teacher is rated unsatisfactory on any performance criterion.
10-2-1-15 “Written improvement plan” means a section of the written evaluation report which specifies what performance improvements, if any, are needed and makes recommendations for achieving those improvements.
10-2-1-16 “Year” means the school year.
10-3 Types of Evaluations and Observations.
10-3-1 The District has three types of evaluations:
- Probationary evaluations are conducted on an annual basis during the teacher’s probationary employment.
- Non-probationary evaluations are conducted once every three (3) years for teachers who have successfully completed their probationary period.
- Special evaluations are conducted when a supervisor determines that a teacher requires assistance in a non-evaluation year.
10-3-2 The District has two types of observations:
- A formal observation is scheduled in advance, is recommended to be at least twenty (20) minutes in length and includes a pre-observation conference and a post-observation conference.
- An informal observation does not include the requirements of the formal observation and may occur at any time. Informal observations are conducted yearly in non-evaluation years for non-probationary teachers.
10-4 Evaluators
10-4-1 The school principal is responsible for all evaluations in the school building. When a teacher is assigned to more than one building, the home school principal must coordinate the evaluation with the appropriate principals or supervisors. As necessary, the principal will identify a designated evaluator for each teacher, as well as other administrators who may be asked to conduct classroom observations. Designated evaluators work at the direction of the principal, and they are solely responsible to the principal.
10-4-2 Under state law, evaluators must be trained and thoroughly familiar with the evaluation process.
10-5 Data Sources.
Data sources used in conducting the evaluation must be stated in writing and discussed at both the pre- and post-evaluation conferences.
10-5-1 Data sources may include, but are not limited to:
- evidence from parents, students, staff, and the community, including information obtained from standardized surveys;
- the designated evaluator’s observations of the teacher’s performance in the work setting;
- other data sources may include, if available, prior evaluations and a portfolio presented by the teache
10-6 Conduct of the Evaluation: Probationary and Non-Probationary
10-6-1 All evaluations shall be conducted in compliance with state statute and regulations and with contractual obligations. Evaluations shall be completed by the date set annually by the Department of Human Resources.
10-6-2 Notification. A teacher shall be informed in advance about the purpose and nature of the evaluation process, the elements of the evaluation, the procedure for conducting the evaluation and the responsibilities of the individuals involved. At the commencement of the school year in which an evaluation is to be conducted, the principal will review the evaluation process, as per Article 10-2-1-10, with the teacher and will give the teacher a copy of the procedures, the standards and criteria and the ratings to be used.
10-6-3 Observations. Observations of the teacher shall be conducted openly and with full knowledge of the teacher. Written reports of observations shall include the date, time and notes made during the observation and shall be shared with the teacher, as per Article 10-2-1-9. The evaluator shall make one or more formal observations of the teacher and shall make any recommendations for growth areas. Unless extenuating circumstances arise, the date and time shall be honored as agreed upon for the post-observation conference.
10-6-4 Documentation. The legal rights of the teacher shall be preserved and the evaluation and all documentation used in the evaluation shall be confidential and available only to the teacher, evaluator, and other persons identified by statute. No evaluation information shall be gathered by electronic devices without the consent of the teacher. No informality in any evaluation or in the manner of making or documenting any evaluation shall invalidate such evaluation.
10-6-5 Written Evaluation Report.
The evaluation report shall:
- be written on the adopted form;
- identify all data sources used;
- contain a written improvement plan specifying performance improvements needed, if any, and recommendations for achieving those improvements;
- be specific as to the strengths and weaknesses of the teacher; and
- specify when direct observations were made. The evaluator shall sign the written evaluation report and discuss it with the teacher during the post-evaluation conference. The teacher shall sign the written evaluation report and will receive a copy of it. Such signature shall not be construed to indicate agreement with the information or the conclusions in the final written evaluation report, and the teacher shall be given an opportunity to attach any written explanation or other relevant documentation that the teacher deems necessary. The final written evaluation report will be sent to the appropriate Area/Assistant Superintendent for review and signature.
10-7 Remediation Plan. A teacher whose performance is deemed unsatisfactory shall be given a copy of the written evaluation report of the deficiencies that led to the unsatisfactory rating. A remediation plan to correct said deficiencies shall be jointly developed by the evaluator and the teacher.
10-7-1 The remediation plan shall:
- address not more than three identified deficiencies at any time.
- state the behaviors expected to remedy each deficiency.
- include a reasonable period of time of not less than thirty (30) nor more than ninety (90) school days to remedy the deficiencies. (The remediation plan begins when the peer assistant(s) have the first meeting with the teacher or when the teacher signs the form to deny peer assistance.).
- identify the resources and assistance that are available to remedy the deficiencies.
10-7-2 A copy of the remediation plan shall be sent to the appropriate Area/Assistant Superintendent who may recommend changes to the teacher and the evaluator.
10-7-3 Peer assistance will be part of the remediation plan unless the teacher declines in writing to the evaluator. A peer assistance request/denial form must be filed by the principal with the Department of Human Resources. Peer assistance shall be provided by not more than three teachers who are specifically trained to provide assistance. Data gathered by peer assistant(s) shall not be or become part of the evaluation. Data from other resources can become part of the evaluation. Peer assistant(s) will provide progress reports and recommendations to the teacher within ten (10) days of the initial meeting. Recommended strategies shall be shared with the evaluator. For a probationary teacher on a remediation plan, the principal may request a peer assistant to aid in remedying deficiencies in addition to any other means of assistance.
10-7-4 During the implementation of the plan, the evaluator shall continue to conduct observations and conferences. At the end of the remediation period, the evaluator will complete the written evaluation report and one (1) of three (3) options is possible:
- The teacher is no longer rated unsatisfactory on any criterion. No further action shall be taken and the individual shall be returned to the regular cycle. An annual observation shall be conducted the following semester.
- Progress has been made but the evaluator still rates the teacher’s performance as unsatisfactory but the evaluator may continue the remediation plan for an additional specified period;
- The teacher has made insufficient progress and is still being rated unsatisfactory. In this case, the procedures referred to in Articles 10-7-5 or 10-7-6 will be followed.
10-7-5 Non-Probationary Teacher. If the final written evaluation report indicates that the teacher is still performing unsatisfactorily, the principal shall make a recommendation of dismissal for unsatisfactory performance to the appropriate Area/Assistant Superintendent.
10-7-6 Probationary Teachers. This performance evaluation process is not intended to limit the authority of the Board to non-renew the contract of any probationary teacher. A remediation plan shall not be a prerequisite for non-renewal. Following the completion of the final written evaluation report, a recommendation by the principal for the renewal or non-renewal of the contract of a probationary teacher shall be made to the appropriate Area/Assistant Superintendent. The Area/Assistant Superintendent will review the recommendation and notify the teacher in writing denying the recommendation, or confirming the recommendation and stating that it will be sent to the Board for action.
10-7-7 If the teacher goes on an extended leave after the remediation plan has commenced, the leave time will not be counted as part of the remediation time and the plan will continue upon the return of the teacher to active service.
10-7-8 Once a remediation plan is implemented, the teacher may be transferred only with written consent of the evaluator, the teacher, and the principal of the school to which transfer is sought.
10-8 Special Evaluation. When an evaluator determines that a non-probationary teacher needs assistance during a non-evaluation year, a special evaluation shall be initiated.
10-8-1 To initiate a special evaluation, the evaluator shall conduct a formal observation with pre- and post-observation conferences. During the pre-observation conference, the evaluator shall indicate the performance concerns. A second observation shall be conducted.
10-8-2 Following the second observation, the written evaluation report shall be completed and discussed with the teacher within ten (10) days.
10-8-3 If the written evaluation report indicates unsatisfactory performance on any performance criterion, a Remediation Plan shall be developed by the teacher and evaluator. The procedures for such a plan shall apply as in Article 10-7.
10-9 Evaluation procedures to be used in the District shall be developed by the Advisory District Personnel Performance Evaluation Council (1338 Committee) subject to approval by the Board.
10-9-1 The procedures shall be published and available for review by all teachers and a copy will be given to each teacher prior to any scheduled evaluations.
10-9-2 Teacher representatives on the 1338 Committee, which the Board is required to appoint under the provision of C.R.S. 22-9-107, shall be nominated by the Association.
10-9-3 The 1338 Committee will revise the appraisal processes for teachers and specialized service providers in order to base them on standards for professional practice. They will recommend changes to the District and Association no later than September 1, 2003.
10-9-4 In September 2002, the 1338 Committee will revise the appraisal processes for teachers and specialized service providers in order to base them on standards for professional practice. They will recommend changes to the District and Association no later than September 1, 2003.
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