Purpose

• To enhance professional growth
• To improve student learning
• To provide feedback on professional issues and undertakings
• To focus on school improvement initiatives

Procedures

Tenured teachers are evaluated at least every other school year. The evaluation shall consist of a Goal Setting Plan and both formal and informal observations. Alternative sources of data may be collected for evaluations. A final summative performance review will be conducted at least five school days before the end of the school year.

Goal Setting

The Goal Setting planning process supports the continual improvement of professional skills for the benefit of the students of Community Consolidated School District 21. The staff member and administrator work collaboratively to ensure strengthening of the Professional Competency Domains.

Planning for professional growth is both proactive and collaborative. The staff member and the administrator collaborate to identify goals and develop a plan that will meet those goals. The Professional Competency Domains are the standards to which each staff member is held accountable. The staff member’s professional goals, therefore, reflect the Professional Competency Domains. The Goal Setting Plan allows staff members to implement, evaluate, and revise their instructional practices to strengthen the Professional Competency Domains. While achieving the identified goals is the objective, it is the process of working towards those goals that recognizes the individual as a true professional.

The administrator or staff member may arrange for a conference to discuss performance related to the Goal Setting Plan as needed.

• Goal Setting Options
• Goal Setting Schedule

Formal Observations

At least one formal observation must be conducted, and should be preceded by a pre-conference and followed by a post-conference.

The formal obsevation process shall consist of:

• Prior to Pre-Observation Conference
  1. The staff member will complete the Self-Reflection Worksheet prior to the first pre-observation conference each year.
  2. The staff member and administrator will agree to the dates and times of pre-conference, observation, and post-conference.
• Pre-Observation Conference
  1. The staff member will complete the Pre-Observation Form for the lesson to be observed. The form may be modified.
  2. The staff member and administrator will discuss the Self-Reflection Worksheet and the Pre-Observation Form.
• Observations
  1. Each formal observation shall be of reasonable duration and mutually agreed upon in the pre-conference.
  2. Practice used during observation will be consistent with the District 21 philosophy of appraisal and the Professional Competency Domains. The activities observed may vary, of course, dependent upon the experiences and needs of the staff, as well as their assignment.
• Post-Observation Conferences
  1. A conference between the administrator and the staff member shall occur within five working days following the observation. The Observation Conference Form is to be completed by the administrator and will be given to the staff member within ten days. The staff member shall sign the copy to indicate receipt of the documents. The staff member may file in his/her personnel file any comment with respect to such evaluation, provided such shall be submitted to accordance with the negotiated agreement. The written comment must be attached to a copy of the signed Observation Conference Form and submitted to Human Resources.
  2. The staff member shall obtain an Observation Reflection Form before the post-conference in preparation for discussion of the observation. This form is to be completed by the staff member.
  3. Review and reflect on the Self-Reflection Worksheet on Professional Practice at each post-conference in order to monitor progress and revise goals.

Informal Observations

Informal observations may include any event that reflects on overall performance. It is an ongoing and may take place in a variety of environments. It may be considered part of any interactions between individuals within the school setting. Some examples are (but not limited to):

Classroom lesson observations and activities outside the classroom;

Professional behavior in a variety of settings and/or between a variety of individuals: students, colleagues, parents, administrators, or other school staff; or

Involvement in extracurricular school functions or community sponsored activities.

The administrator may use the Observation Feedback Form. Informal observation data will be shared prior to summative evaluation.

Summative Performance Review

The purpose of the Summative Performance Review conference is to discuss formal and informal data used to complete the Final Performance Rating forms at least five school days before the end of the school year. The staff member shall sign the copy to indicate receipt of the documents. The staff member may file in his/her personnel file any comment with respect to such evaluation, provided such shall be submitted in accordance with the negotiated agreement. The written comment must be attached to a copy of the signed Observation Conference Form and submitted to Human Resources.