HINCKLEY-FINLAYSON PUBLIC SCHOOLS
PROFESSIONAL DEVELOPMENT/EVALUATION POLICY
#403 PURPOSE
The purpose of this evaluation policy is to promote professional excellence and improve the skills and competencies of all teachers, to improve the quality of education received by the pupils of this district, and to provide a basis for the review of each teacher’s performance.
OVERVIEW Annually, the administration will evaluate teachers based on:
A. MN Statute 122A.40
B. Teacher’s progress toward goals
C. Student achievement
D. Periodic observations of the teacher during his/her daily duties *
E. Stakeholder feedback *
F. Self-evaluation *
G. Principal will write a summative evaluation based on all the data above
RESPONSIBILITIES AND PROCEDURES
A. Teachers are responsible for:
i. Creating and sharing 3-5 goals each academic year
a. goals defined in writing
b. goals documented by September 15th
c. two goals must focus on student achievement
d. written goals must be shared with building principal
ii. Gather feedback from stakeholders *
a. create or adapt a survey, with focus on goals for the year
b. distribute survey to stakeholders
c. analyze data
d. report data to principal
iii. Meet with principal/administrator for at least two formative conferences *
a. report progress toward goals
b. share any realignment of goals
c. maintain a focus on school board goals
iv. Self-evaluation
a. meet with Principal by end of school year for summative conference
b. analyze goals for the year
c. analyze all data- surveys, student achievement data and anecdotes d. write self-evaluation that synthesizes all data for the academic year with a focus on goals (self and school goals)
d. teachers may choose to complete a portfolio as part of their self-evaluation- the portfolio, presented to the principal must show evidence of reflection, growth, include evaluation of the teacher’s own performance assessment (based on student work samples) and the teacher’s work. Portfolios may include video.
v. Participation in peer coaching a. participate in district peer coaching program or
b. teachers may opt out of the process provided by the district to develop an individual model to focus on their goals. This requires approval from principal and will be without compensation.
B. Principal is responsible for:
i. Reviewing teacher goals, including student achievement
ii. Observing teachers regularly to see progress toward self created and school board created goals (two observations for tenured staff, three observations for non-tenured staff, and four observations for all teachers in their first year with Hinckley- Finlayson schools) *
iii. Focusing on all areas- principal will meet with teachers at least two times per school year. *
iv. Reviewing all data- stakeholder surveys, observations, student achievement data, and self-evaluation- to conduct a summative conference with principal
v. Writing an annual summative review, by May 15th, focusing on all data
vi. Create and conduct improvement plan and/or corrective action plans for teachers not reaching goals. May include:
a. repeat of observation cycles
b. periodic coaching
c. extra-staff development
d. recommend disciplinary action to school board per master agreement
vii. Reviewing teacher portfolios as presented
C. Superintendent is responsible for:
i. Provide opportunity for teacher growth through staff development options, including peer coaching program.
ii. Review summative data for all teachers as provided by principals
iii. Support principals in developing improvement and/or corrective action plans for teachers as needed
iv. Recommend disciplinary action to school board as needed
v. Reviewing teacher appeals
vi. Present policy to school board periodically for revisions DATA STORAGE
A. The summative evaluation will be kept in the principal’s personnel file and will be shared with the superintendent annually.
B. The teachers are encouraged to maintain individual components of the data.
FORMS ATTACHED
A. Sample teacher surveys- primary, grades 3-6, junior high, senior high
B. Teacher summative observation form
C. Self Reflection Notes Sample Template
D. Summary conference notes/ rubric/ future planning guide
E. Appeal form
F. Portfolio Option #1, Portfolio Option #2
LEGAL REFERENCE MN Statute 122A.40
* tenured staff will receive observations and formative conferences every other year, based on a list established by building principal. Stakeholder feedback is encouraged but not required for “off-cycle” teachers.
Approved 6/9/14
Re-Approved 07/06/2015
PROFESSIONAL DEVELOPMENT/EVALUATION POLICY
#403 PURPOSE
The purpose of this evaluation policy is to promote professional excellence and improve the skills and competencies of all teachers, to improve the quality of education received by the pupils of this district, and to provide a basis for the review of each teacher’s performance.
OVERVIEW Annually, the administration will evaluate teachers based on:
A. MN Statute 122A.40
B. Teacher’s progress toward goals
C. Student achievement
D. Periodic observations of the teacher during his/her daily duties *
E. Stakeholder feedback *
F. Self-evaluation *
G. Principal will write a summative evaluation based on all the data above
RESPONSIBILITIES AND PROCEDURES
A. Teachers are responsible for:
i. Creating and sharing 3-5 goals each academic year
a. goals defined in writing
b. goals documented by September 15th
c. two goals must focus on student achievement
d. written goals must be shared with building principal
ii. Gather feedback from stakeholders *
a. create or adapt a survey, with focus on goals for the year
b. distribute survey to stakeholders
c. analyze data
d. report data to principal
iii. Meet with principal/administrator for at least two formative conferences *
a. report progress toward goals
b. share any realignment of goals
c. maintain a focus on school board goals
iv. Self-evaluation
a. meet with Principal by end of school year for summative conference
b. analyze goals for the year
c. analyze all data- surveys, student achievement data and anecdotes d. write self-evaluation that synthesizes all data for the academic year with a focus on goals (self and school goals)
d. teachers may choose to complete a portfolio as part of their self-evaluation- the portfolio, presented to the principal must show evidence of reflection, growth, include evaluation of the teacher’s own performance assessment (based on student work samples) and the teacher’s work. Portfolios may include video.
v. Participation in peer coaching a. participate in district peer coaching program or
b. teachers may opt out of the process provided by the district to develop an individual model to focus on their goals. This requires approval from principal and will be without compensation.
B. Principal is responsible for:
i. Reviewing teacher goals, including student achievement
ii. Observing teachers regularly to see progress toward self created and school board created goals (two observations for tenured staff, three observations for non-tenured staff, and four observations for all teachers in their first year with Hinckley- Finlayson schools) *
iii. Focusing on all areas- principal will meet with teachers at least two times per school year. *
iv. Reviewing all data- stakeholder surveys, observations, student achievement data, and self-evaluation- to conduct a summative conference with principal
v. Writing an annual summative review, by May 15th, focusing on all data
vi. Create and conduct improvement plan and/or corrective action plans for teachers not reaching goals. May include:
a. repeat of observation cycles
b. periodic coaching
c. extra-staff development
d. recommend disciplinary action to school board per master agreement
vii. Reviewing teacher portfolios as presented
C. Superintendent is responsible for:
i. Provide opportunity for teacher growth through staff development options, including peer coaching program.
ii. Review summative data for all teachers as provided by principals
iii. Support principals in developing improvement and/or corrective action plans for teachers as needed
iv. Recommend disciplinary action to school board as needed
v. Reviewing teacher appeals
vi. Present policy to school board periodically for revisions DATA STORAGE
A. The summative evaluation will be kept in the principal’s personnel file and will be shared with the superintendent annually.
B. The teachers are encouraged to maintain individual components of the data.
FORMS ATTACHED
A. Sample teacher surveys- primary, grades 3-6, junior high, senior high
B. Teacher summative observation form
C. Self Reflection Notes Sample Template
D. Summary conference notes/ rubric/ future planning guide
E. Appeal form
F. Portfolio Option #1, Portfolio Option #2
LEGAL REFERENCE MN Statute 122A.40
* tenured staff will receive observations and formative conferences every other year, based on a list established by building principal. Stakeholder feedback is encouraged but not required for “off-cycle” teachers.
Approved 6/9/14
Re-Approved 07/06/2015