Guidance Counselors, Technology Integration Specialists, Speech-Language Therapists, and Media Specialists have modified performance standards upon which they are evaluated; however, these and all teacher groups are expected to write SMART Goals that will assist in providing evidence of student academic progress. Beginning the school year, teachers will begin to be evaluated every three years. Non-tenured teachers, who are teachers who have taught for less than three years, will continue to be evaluated every year until they earn tenure at the conclusion of their third year of teaching.
Experienced teachers who are new to Chesapeake Public Schools are evaluated during their first year of employment with Chesapeake Public Schools.
What measures are used to evaluate resource or non-core teachers? Resource or non-core teachers are evaluated through the use of observations and the monitoring of SMART Goals, in addition to other measures such as portfolios, document logs, self-evaluation, etc. Must teachers be evaluated using multiple data sources? The Code of Virginia requires two explicit data sources for documenting performance in teacher evaluation systems: Observation and Measures of Student Progress.
Standard 5. Quality of classroom instruction and educational leadership. Evaluations shall include identification of areas of individual strengths and weaknesses and recommendations for appropriate professional activities. Employment of teachers. School boards shall develop a procedure for use by division superintendents and principals in evaluating instructional personnel that is appropriate to the tasks performed and addresses, among other things, student academic progress and the skills and knowledge of instructional personnel, including, but not limited to, instructional methodology, classroom management, and subject matter knowledge.
Various data sources such as student surveys, document logs, portfolios, and self-assessment, are provided as options for the evaluation of teachers. How frequently are formal observations conducted? Principals can, however, choose to conduct observations more frequently.
Informal observations can be conducted at any time during the year for evaluated and non-evaluated teachers. These observations might include the observation of instruction for a ten to fifteen-minute duration. These visits are to obtain a representative sampling of performance during various times throughout the year. Walk-through observations may also be conducted throughout the year. CPS emails educators who are eligible to appeal with information about the appeals process.
Details about the Appeals process can be found in Article page of the contract. All appeals are completed through the RLS website. There are two parts of the Unsatisfactory appeals process and each has a specific deadline :. Both parts of the process must be completed in order for the appeal to proceed and be reviewed.
Tenured educators who receive a final summative REACH Developing rating for the previous school year will be assigned an annual evaluation plan for the current school year and are required by state law to co-create a Professional Development Plan PD Plan with their evaluator in order to improve their scores during the current school year.
The PD Plan process is not the same as the remediation process for tenured educators who receive an Unsatisfactory rating. The PD Plan must be co-created within 30 school days of the release of the final summative ratings for the previous school year. CPS emails educators and their evaluators about the start of the Professional Development Plan writing process. This email should include the template for the actual Professional Development Plan. Tenured educators who receive a summative Unsatisfactory REACH rating and are still in their position must begin a 90 school day Remediation process now that the ratings are available on the RLS website.
CPS emails educators and their evaluators about the start of the Remediation Plan writing process. This email should include the template for the actual Remediation Plan. The Handbook reviews the main guidelines about Remediation Plans. To see contract language about the remediation process, please see Article page Tenured educators who receive an Unsatisfactory rating should prepare for the remediation process by examining their areas of weak observation scores and identifying or beginning professional development in those areas.
CTU members with high previous ratings will act as Consulting Educators and work with our tenured brothers and sisters who receive an Unsatisfactory rating during the remediation process to help them complete the remediation process successfully. The educator, with the help of the consulting educator, must execute the plan, be observed by their evaluator at a mid after 45 school days and end after 90 school days point and needs to remediate to Proficient at least at the end of the 90 school day remediation period.
Members who will not receive a new final summative REACH rating tenured educators for whom the previous school year was year 1 of a biennial plan and those who will receive a final rating on the RLS website this fall all untenured educators and those tenured educators for whom the previous school year was year 2 of a biennial plan , will be able to access their PPPS on the RLS website.
This PPPS is a number out of 4. Value-added scores cannot be estimated. Teachers will be able to transfer schools for Spring without principal permission from Monday, November 15, to Thursday, December 30, Read more. REACH Although evaluation always produces anxiety, the information below will help you prepare and ensure your rights are respected. Category B: Teachers and librarians whose students are primarily in elementary grades Pre-K to 2.
0コメント