West Chester Area School District

Transcription

1 West Chester Area School District SECTION: TITLE: File: GBI-R PROFESSIONAL GUIDELINES FOR TEACHER OBSERVATION AND EVALUATION ADOPTED: 1979 REVISED: November, 2004; GBI-R - GUIDELINES FOR TEACHER OBSERVATION AND EVALUATION 1. Purpose 2. Guidelines This policy directly corresponds with the Teacher Evaluation System and explains the guidelines required for the observation and evaluation of teachers. I. Training of Administrators A. All administrators shall receive in-service training as observers and evaluators as needed. B. Members of the Observation and Evaluation Revision Committee will work cooperatively with the administration in selecting and developing an ongoing in-service program. II. Formal Observation A. Evaluators may observe any teacher s classroom at any time without prior notification. It shall be understood that during the formal observation year, an evaluator will schedule the formal observation required for evaluation purposes. However, evaluation is the shared responsibility of staff and the administration. While the primary responsibility rests with the administrative staff, curriculum and special education supervisors will play a key role in evaluation, especially as they relate to content-specific pedagogical practices. B. The scheduling of pre and post-observation conferences shall occur subsequent to any formal observation. Pre and post observation conferences must be part of the non-tenured teacher formal observation. However, both the tenured teacher and administrator have the option to forego either the pre or post conference or both, when the two parties mutually agree to this option. The results of a requested or desired conference shall be reduced to writing when requested by the teacher and/or by the evaluating person. A teacher shall have the right to attach any documentation the teacher feels necessary to an evaluation. All forms must be signed by the observer and observe. C. Criteria for Evaluation will be the rubric(s) developed for the formal evaluation process. D. Each evaluation rating of the individual areas will be rated according to the rubric levels: unsatisfactory, basic, proficient, distinguished. In order to quantify a composite Domain Score or rating in each of the four domains, the most frequently observed rating in the assessed individual components shall constitute the composite domain rating. Page 1 of 5

2 The summary rating will reflect the most frequently observed component ratings. In the event where there is an equal number of observed individual domain ratings, the composite or summary rating shall be the higher of the level ratings. III. Frequency of Observations A. Informal observations of a teacher s performance shall be an ongoing process and will continue throughout the year. B. Self-Reflection and professional development shall be an ongoing process and will continue throughout the year(s). C. Non-tenured teachers shall be evaluated by means of at least three (3) observations each year. The components for evaluation of non-tenured faculty will be as noted. The first year will include: Component 1a: Demonstrating Knowledge of Content & Pedagogy Component 1b: Demonstrating Knowledge of Students Component 1d: Designing Coherent Instruction Component 1e: Assessing Student Learning Component 2a: Creating an Environment of Respect and Rapport Component 2c: Managing the Classroom Component 2d: Managing Student Behavior Component 3a: Communicating Clearly and Accurately Component 3c: Engaging Students in Learning Component 4b: Maintaining Accurate Records The second year will include all components evaluated in the first year plus the following: Component 1c: Selecting Instructional Goals Component 3b: Using Questioning and Discussion Techniques Component 3d: Providing Feedback to Students Component 3e: Demonstrating Flexibility and Responsiveness Component 4c: Communicating with Families Component 4d: Showing Professionalism Component 4e: Growing and Developing Professionally The third year will include all components of the instrument and rubric. D. Non-tenured teachers are to be observed during the first three marking periods of the school year. The observations shall be reviewed at the end of each year. However, according to Section of the School Code, an observation and evaluation must be completed the last semester of the third year of employment before tenure is granted. During all reviews the evaluator shall discuss previous observations and review performance observed. *Non-tenured teachers who receive an Unsatisfactory Summary Rating will be given the rating and notification in writing of dismissal within ten days following the date of such rating. *Act 16, Public School Code. Page 2 of 5

3 E. Tenured teachers are to be evaluated by the last day of May of each school year, (as designated by the evaluation cycle) except that if a Principal becomes concerned about the performance of a teacher during a non-formal observation year. The administrator shall make his/her best effort to notify the teacher within ten school days of this concern and will be advised of the Principal s intention to conduct a formal observation with notice of said intent so as to comply with the end of May deadline for the evaluation of tenured teachers. F. As part of the formal observation and evaluation process, both teacher and administrator shall collaborate to develop an Instructional Goal(s). This goal as identified will be the focus for the teacher s professional growth during the next two phases of the evaluation cycle, Instructional Goal and Portfolio Development. IV. Role of Curriculum and Special Education Supervisors A. It is understood that the amount of time each supervisor can give to the observation process will vary due to placement in the curriculum cycle and special projects or assignments that may be due. Supervisors, however, will work with all teachers within their discipline who are not tenured teachers or who are new to the discipline of their position; act as needed as resources for teachers in the Individual Development Program; send principals a copy of all observations/anecdotal records; work with teachers only within their content area; and review all instructional goals. V. Staff Development A. The evaluation process is closely linked with the district staff development activities including: 1. The Induction Program for new teachers. 2. Activities developed for in-service time. 3. Courses and workshops sponsored by the district and attended by teachers on a voluntary basis. 4. Support provided by the district for continuing education Opportunities selected by teachers and approved by the district, such as university courses or professional conferences. 5. The Strategic Plan. 6. Act 48 Staff Development Plan. B. During the Intensive Observation phase, each tenured teacher with the administrator will use the data from the formal observations and rubrics to collaboratively determine the focus and direction for that teacher s professional growth to be pursued by the teacher during the Instructional Goal and Focused Observation phases of the evaluation system. C. The goals will help determine the staff development activities planned and implemented each year for each teacher and will also help determine a focus for the teacher s focused observations. Page 3 of 5

4 D. Staff development activities for all staff will address the four domains of the evaluation process, planning and preparation classroom environment, instruction, and professional responsibilities. E. All appropriate forms and documents associated with each yearly phase of the evaluation system will be completed and submitted when required. VI. Due Process for Appeal of Unsatisfactory Summary Rating for Tenured Teachers A. A tenured teacher dissatisfied with his/her Summary Rating should notify his/her principal in writing. A copy of the teacher s statement should be sent to the Human Resource office for inclusion in the teacher s file. The matter will be reviewed by the Superintendent to ensure that guidelines have been followed. The Superintendent will issue a written reply within ten school days after the teacher has filed the original statement in the Human Resources office. B. If the guidelines have been followed and a teacher is still dissatisfied with his/her Summary Rating, an appeal can be made in writing to the Superintendent for a review of the supporting information which prompted the unsatisfactory Summary Rating. The Superintendent s decision in respect to the teacher s Summary Rating shall be final unless there is an appeal right otherwise provided by law or through the Collective Bargaining Agreement. VII. Miscellaneous A. The administration shall use its best effort to comply with procedural requirements of this subsection, however, failure to comply shall not inure to the benefit of the teacher. VIII. Evaluation Ratings A. Each of the individual areas evaluated with the domain rubrics shall be rated as follows: 1. Unsatisfactory 2. Basic 3. Proficient 4. Distinguished B. The category overall evaluation for each of the domains of evaluation and the total overall evaluation shall be rated as follows: 1. Unsatisfactory 2. Basic 3. Proficient 4. Distinguished C. In helping to quantify an overall Domain rating in the evaluation, the most frequently observed rating in the assessed individual components shall constitute the overall Domain rating. Page 4 of 5

5 D. The final overall rating will reflect the most frequently observed and/or demonstrated individual component ratings. In the event where there is an equal number of observed individual component ratings, the overall rating shall be the higher of the ratings. E. Formal observations should not be made at the following times: 1. The first five or last five days of any class. 2. The day before winter and spring vacations. 3. On Halloween Day. IX. Evaluation of Tenured Teachers New To The District A. Tenured teachers new to the District will have a minimum of three (3) formal observations the first year of employment in the District, after which, they will follow the cycle designated for evaluation for tenured teachers if they have received satisfactory summary ratings. B. Mid-year evaluation should be based on the first two formal observations and on the evaluation rubric. X. Evaluation of Tenured Teachers A. Tenured teachers who are in the Formal Observation phase of the evaluation cycle will have one or two formal observations by the end of May of that school year. B. Tenured teachers assessed at the Basic level shall have two formal observations once every year until they obtain a rating of Proficient, and they will continue to follow all evaluation phases of the cycle. C. Tenured teachers assessed at Proficient shall complete the Formal Observation phase once every three years. D. Tenured teachers assessed at the Distinguished level shall complete the Formal Observation phase once every three years. E. Tenured teachers assessed at the Unsatisfactory level shall be assigned a mentor, participate with the administrator(s) in creating an Individual Development Plan, and have a minimum of two formal observations during the IDP implementation. This policy is updated to reflect Teacher Evaluation System approved revisions. West Chester Area School District, West Chester, Pa Page 5 of 5