Issue link: https://digital.copcomm.com/i/208500
ACCOUNTABILITY • Minimal competency in the adopted standards as determined by classroom observations. How often must teachers be evaluated? All teachers must be evaluated annually. An evaluation consists of at least two actual classroom observations of complete and uninterrupted lessons. The second observation can be waived by the governing board for a continuing teacher if the first observation ranking was "Highly Effective" or "Effective." There must be at least 60 calendar days between the first and last observation. Within 10 business days after each observation, the teacher's qualified evaluator shall provide written feedback to the evaluated teacher. Who can evaluate teachers? Only qualified evaluators can evaluate teachers (i.e. the school principal or designee of the governing board who has been trained to evaluate teachers). A governing board must prescribe training requirements for qualified evaluators. What are the requirements for a school district's teacher performance evaluation system? The school district governing board must adopt a system for evaluating teacher performance. Arizona law requires that the governing board involve its certificated teachers in the development and periodic evaluation of the teacher performance system. The nature of the teachers' involvement is not specified. Who can see the results of an evaluation? The results of an evaluation and the performance classification are confidential, do not constitute public records, and cannot be released to any person or entity, except: •To the teacher electronically or in hard copy; •To District staff related to employment, contracts, and any related hearings; •To other districts or charter schools for employment purposes only; or •To introduce as evidence in any court action concerning the teacher's competency or evaluation is at issue. Winter.13advo.indd 13 What must a teacher performance evaluation system include now? The teacher performance evaluation system must include the following: •2 Classroom observations of complete uninterrupted lessons that are at least 60 calendar days apart (second observation may be waived by school board if first evaluation is classified in the two higher categories) •Specific and reasonable plans for improvement •Training requirements for qualified evaluators •A plan for appropriate use of quantitative data of student academic progress •Appeal procedures if the evaluation is used as a factor in establishing compensation •Incentives for teachers such as multi-year contracts or in the highest performance classifications working at D or F schools. •Protections for Teachers transferred to D or F schools; and whose principal is designated as ineffective. •A requirement that the results of the annual evaluation be provided in writing or electronically and given to the teacher within 5 days. Teachers can submit a written response or rebuttal to the evaluation. What are some of the upcoming requirements for the evaluation system? By school year 2015-2016, policies shall also describe: •Performance improvement plans for teachers designated as "ineffective" •Dismissal or nonrenewal procedures for teachers no later than the second consecutive year that the teacher is designated as "developing" or "ineffective," unless in the first two years of employment with the school district or has been reassigned to teach a new subject or grade level for the preceding or current school year. What happens if a teacher receives a poor evaluation? If areas of improvement are noted in an evaluation, then the qualified evaluator, or another "board designee," such as a school principal or administrator who has been trained to evaluate teachers, must: AEA Advocate x Winter 2013/14 13 11/6/13 10:42 AM