AP 411 - Teacher Growth, Supervision and Evaluation - Appendix C
Evaluation is necessary in order for the school jurisdiction to make fair and informed employment decisions in support of providing high quality learning experiences to students.
Roles and Responsibilities
- Evaluations will occur for teachers who request a written evaluation, who are eligible for permanent certification, or for others for whom through supervision there is reason to believe their teaching may not meet the Teaching Quality Standard.
- The evaluator is responsible for making initial contact with the teacher to be evaluated, to arrange a mutually acceptable meeting time and to explain the purposes and possible outcomes of the process.
- Evaluators will ensure that the evaluations are conducted in a fair and just manner, that recommendations will be stated clearly and in writing and that judgments regarding a teacher’s competence will be based on the Teaching Quality Standard.
- Evaluators will ensure that evaluation timelines are reasonable and mutually determined.
- Evaluators are expected to make decisions regarding teacher performance and to communicate them to the teacher as well as others that may be involved in the evaluation process.
- Evaluators are expected to be active participants in facilitating the creation, implementation and completion of any Plan for Improvement.
- Teachers are responsible for remaining knowledgeable about this administrative procedure.
- Teachers may request an evaluation.
- Teachers are responsible for meeting with the evaluator in order to review observations, discuss conclusions and participate in Plans of Improvement.
- Teachers are ultimately responsible for the success of their own remediation.
- The evaluation of a teacher may be conducted:
- Following receipt of a written request of the teacher;
- For the purpose of gathering information related to a specific employment decision in the case of a teacher who does not hold a continuing contract or a permanent professional teaching certificate; or
- When, on the basis of information received through the process of supervision, there is reason to believe that the teaching of the teacher may not meet the Teaching Quality Standard.
- Notwithstanding Appendix B, Teacher Professional Growth (procedure 9), behaviours or practices that may require an evaluation under procedure 1.3 above can be identified, provided the information identified is based on a source other than the information contained in a teacher’s annual Professional Growth Plan.
- Prior to initiating the process of evaluation for any of the reasons identified above, a teacher must receive a written copy of this administrative procedure.
- A recommendation by the Superintendent or an evaluator that a teacher be issued a permanent professional teaching certificate or be offered employment under a continuing teaching contract shall be supported by:
- The results of two or more written evaluations of the teacher;
- A signed recommendation by the Superintendent or designate that the teacher:
- Consistently uses the knowledge, skills and attributes specified under the Teaching Quality Standard in ways that effectively help students learn; and
- Consistently demonstrates sound professional judgment in all matters related to teaching; and
- A signed declaration by the teacher as to:
- The efficacy of his/her professional development activities throughout the school year; and
- His/her commitment to teaching practice and ongoing professional growth in keeping with the Teaching Quality Standard and the knowledge, skills and attributes for interim certification.
- Evaluations shall be initiated and conducted using the following procedures:
- Mutual determination of a meeting time and location.
- At this meeting the evaluator must communicate explicitly the:
- Purpose(s) and reason(s) for initiating the evaluation;
- Teaching Quality Standard; and
- Identification of the possible outcomes arising from the evaluation.
- At this meeting the teacher and the evaluator shall mutually:
- Identify the processes, procedures and criteria to be used; and
- Establish suitable timeline(s).
- The evaluator shall observe the teacher’s teaching on two (2) or more occasions and, if appropriate, other activities relating to the teacher’s assignment, such observations to be supported by appropriate pre- and post-conferences.
- Following completion of appropriate data collection activities, the evaluator shall prepare a written report which:
- Details and documents the results of the evaluation observations;
- Includes a summary statement regarding acceptable or unacceptable performance relative to the Teaching Quality Standard;
- Is shared and discussed with the teacher at a mutually prearranged meeting; and
- Provides for the signing and dating of the original report in the presence of both parties.
- If appropriate, the evaluator may prepare and provide for the teacher a written summary of the decisions arrived at in procedures 5.2 and 5.3 of this administrative procedure.
- Written evaluation reports prepared as a result of a teacher-initiated request shall be considered the property of the teacher and provided to the teacher only. The teacher may choose to forward a copy of the evaluation to the Superintendent’s office for inclusion in his/her professional personnel file.
- Written evaluation reports involving decisions related to employment, certification and/or competence shall be prepared, signed and dated in triplicate (3 copies) in the presence of both parties. Distribution of the copies shall provide for:
- Placement of the original signed document in the teacher’s Central Office professional personnel file;
- The retention of one copy by the evaluator; and
- The retention of one copy/original by the teacher.
- Where, as a result of a written evaluation, an evaluator determines that a teacher’s teaching does not meet the acceptable Teaching Quality Standard, the evaluator shall specify in the same written evaluation:
- That a Plan for Improvement will be developed for the teacher; and
- That the committee charged with the responsibility for developing the plan shall consist of:
- The teacher;
- A collegial representative identified by the teacher;
- The author of the evaluation; and
- A representative of Palliser central office as determined by the Associate Superintendent, Human Resources;
- The date by which the teacher must identify his/her collegial representative; and
- The date by which the development of the Plan for Improvement shall be completed.
- The Plan for Improvement shall be in writing and authored by the author of the original evaluation identified in procedure 8.2 and shall serve as the written Notice of Remediation to the teacher. It will identify:
- And reference the expectations of teachers as defined by the Teaching Quality Standard;
- Those practices and/or behaviours that do not meet the Teaching Quality Standard;
- The objectives (mutually established) for improvement;
- Those remediation strategies which the teacher has been advised to pursue in support of attaining the objectives identified;
- Timeline(s) regarding when corrective activities and interventions will occur, and the date that the Plan for Improvement will end, such date not to exceed one (1) school year;
- That an evaluation will be conducted after the Plan of Improvement concludes.
- The final written evaluation report that occurs after the Notice of Remediation and Plan of Improvement shall include a statement which states explicitly that the teacher does or does not meet the Teaching Quality Standard. This report shall be presented in triplicate to the teacher at a mutually arranged time. All originals are to be signed and dated in the presence of both parties. One shall be retained by the teacher, one by the evaluator and the third shall be forwarded to the Superintendent.
- If the report determines that the teacher meets or exceeds the Teaching Quality Standard, the teacher returns to a program of ongoing annual professional growth and supervision.
- If the evaluation indicates that the teacher does not meet the Teaching Quality Standard, the Superintendent shall make employment recommendations to the Board.
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