A. It is understood and agreed by both parties that the principal objective is to maintain or improve the professional performance of the teacher, thereby increasing the quality of education in the District. Addendum 2, Certificated Appraisal System, shall be modified as follows to correlate with Standards for Professional Teaching Practices as established by the State of California: See Attachments AA and AB. Addendum 3 identifies the ASpecial Education Certificated Appraisal Descriptors. Addendum 5 identifies the APreschool Certificated Appraisal Indicators.
B. The District shall evaluate and assess employee competency as it reasonably relates to:
1. The progress of pupils toward the standards of expected student achievement at each grade level in each area of study.
2. The instructional techniques and strategies used by the teacher.
3. The teacher's adherence to curricular objectives.
4. The establishment and maintenance of a suitable learning environment within the scope of the teacher's responsibilities.
5. Adjunct duties or job responsibilities.
6. The evaluation and assessment of employee competence shall not include the use of publishers' norms established by standardized tests.
C. Evaluations shall not refer to: (a) a teacher's freedom of speech or use of materials unless such speech or use of materials interfere with the educational processes of the District or (b) the private, political, or organizational activities of any teacher unless such activities interfere with the educational processes of the District.
D. Alleged facts or hearsay statements about a teacher shall not be used in the evaluation of a teacher or to justify an adverse action unless the Governing Board, or designated representative, confirms the accuracy of the alleged facts or statements and notifies the affected teacher in writing that an adverse action may be taken.
E. The immediate supervisor and the teacher shall meet and discuss the elements upon which the evaluation is to be based. These elements shall be constrained by anomalies such as class size, intellectual abilities of learners, and the learning environment provided.
F. Evaluation and assessment of the performance of each certificated employee shall be made on a continuing basis as follows (EC44664):
1. At least once each school year for probationary personnel.
2. At least every other year for personnel with permanent status.
3. At least every five years for personnel with permanent status who have been employed at least 10 years with the school district, are highly qualified, as defined in 20 U.S.C. Sec. 7801, and whose previous evaluation rated the employee as meeting standards, if the evaluator and certificated employee being evaluated agree. The certificated employee or the evaluator may withdraw consent at any time.
G. Classroom observations may occur in non-evaluation years.
H. Evaluation summaries shall be submitted to the Personnel Office by May 1 of each year.
I. Each formal evaluation shall be based upon at least two (2) observations, and shall be followed by an evaluation conference in which the evaluator and the teacher shall review the observations and what is to be incorporated into the written evaluation. At least three (3) observations shall take place prior to negative comments or judgments being included in the evaluation. The immediate supervisor shall base the evaluation on information collected through observation and conferences, and first hand knowledge of the total performance of the teacher.
J. When any permanent certificated teacher has received an unsatisfactory evaluation, the District shall annually evaluate the teacher until the teacher achieves a positive evaluation or is separated from the District.
The immediate supervisor shall take action to assist in correcting any cited deficiencies. Such action shall include specific recommendations for improvement and assistance by the Administration in implementing such recommendations. The District may require the teacher with cited deficiencies to participate in performance improvement programs (i.e. PAR). Such participation shall be at no cost to the teacher unless mutually agreed upon.
K. Recognition for outstanding performance should be given and reference to this effect placed in the teacher's personnel file.
L. For purposes of evaluation review and upon written authorization by a teacher, a representative of the Association shall be permitted to examine material in that teacher's file. Copies of material from an individual teacher's file may be removed only by that individual.
M. Certificated staff not assigned to a regular classroom, who are on a single school site for 80 percent of their assignment, will be evaluated by their immediate supervisor, the school principal, with ongoing communication regarding program from district-level department personnel responsible for the job category.
N. Certificated staff not assigned to a regular classroom, who are on multiple school sites for their assignment, will be evaluated by their immediate supervisor (district-level department personnel designated as supervisor), with ongoing communication regarding program from the principals at sites where the person has been assigned.
O. The site administrator and a tenured union member with ten or more years of service in the district (unit members must have satisfactory evaluations) may mutually agree to evaluation criteria related to student learning in lieu of the evaluation process set forth in the collective bargaining agreement. The appraisal instrument to be utilized for the Teacher Alternative Evaluation buy cialis is included in the contract. See Addendum 2.a (Attachment AB).