STAFF EVALUATION AND EDUCATOR EFFECTIVENESS | Policy Manual

3220 - STAFF EVALUATION AND EDUCATOR EFFECTIVENESS

The Board is responsible for the employment of all personnel. To carry out this responsibility, it delegates to the District Administrator the function of developing professional staff job descriptions for Board approval in accordance with Policy 3120.01 - Job Descriptions The District Administrator is responsible for implementing approved job descriptions, a program of personnel assessment that identifies specific criteria and a systematic procedure to evaluate staff. This procedure shall include an appropriate and approved Educator Effectiveness program for the evaluation of teachers, Principals, and Directors in the District.

It is the purpose of the program of staff assessment to:

strive for the improvement of the total District program;
stress the importance of personal improvement on the part of individual professional staff members so that each student may be provided a quality education;
ensure the continuous improvement of administrative and supervisory services provided professional staff members;
evaluate the renewal or non-renewal of individual contracts and to assist in staff assignments.

The staff evaluation program shall aim at the early identification of specific areas in which the individual professional staff member needs help so that appropriate assistance may be provided or arranged for. A supervisor offering suggestions for improvement to a professional staff member shall not release that professional staff member from the responsibility to improve. If a professional staff member, after receiving a reasonable degree of assistance, fails to perform his/her assigned responsibilities in a satisfactory manner, dismissal, or non-renewal procedures may be invoked. In such an instance, all relevant evaluation documents may be used in the proceedings.

A professional staff member shall be given a copy of any documents relating to his/her performance that will be placed in the personnel file.

Licensed Teachers

Evaluations shall be conducted in the first year of employment and at least every third year thereafter, or more frequently as determined by the administration or the protocols of the Educator Effectiveness program adopted and used by the Board. Pursuant to Wisconsin’s Educator Effectiveness law, the Board delegates to the District Administrator the task of selecting and implementing an approved Educator Effectiveness program such that the District is in compliance with State law.

The Board will use the educator effectiveness model available from CESA 6 and will assess, upon the recommendation of the District Administrator, whether to use an alternative program.

Evaluations shall be conducted based on the model in place at the time and consistent with applicable State law and the District’s guidelines.

The administration is authorized to implement additional evaluation procedures for specific personnel in need of additional or alternative evaluation in addition to the educator effectiveness program. A positive rating from the educator effectiveness model does not necessarily preclude the District from taking adverse employment action towards an employee for other performance or conduct related reasons, or from implementing remedial or performance improvement measures.

Administrative Staff and Principals

Administrators shall receive a written evaluation annually for their first two (2) years of employment as an administrator with the District. Following the first two (2) years of employment, the Administrator will minimally be evaluated once every two (2) years.

The District Administrator shall ensure that each such administrator has been evaluated at least once within each 12-month period that precedes the Board’s vote on extending or renewing the administrator’s contract in the situation where the individual’s job performance (and not the elimination of the position) is the primary consideration relevant to the decision.

The Board delegates to the District Administrator the responsibility for defining and implementing the specific procedures, criteria and instruments that will be used to conduct the performance evaluations of other administrative personnel, provided that they are consistent with state law and the following general parameters:

The Board-adopted position description, including the key job-related activities defined therein, shall be reflected in evaluation criteria or otherwise assessed in an evaluation narrative;
The data used to evaluate an administrator shall include, but is in no way limited to, information that is based upon observation of the individual's performance;
Another administrator licensed by the Department of Public Instruction, and usually an individual serving in a supervisory role within the District, shall have primary responsibility for directing the evaluation process and producing the culminating, summative performance evaluation record applicable to any period covered by a written evaluation. This sentence does not prevent others from participating in, or providing data/information that is relevant to the evaluation process;
A component of each administrator’s performance evaluation shall be an assessment of the manner in which the administrator monitors and evaluates the performance of the individuals who are supervised by the administrator; and
Other major areas to be covered within the administrative evaluation process, when applicable to the position, shall include the extent to which the administrator:
1. Demonstrates leadership in establishing, monitoring, and improving curriculum, instruction and assessment in a manner aligned with school and district goals, including especially those goals focused on attaining high levels of student achievement;
2. Engages in effective interpersonal and group communication with relevant constituencies;
3. Demonstrates effective problem-solving skills;
4. Engages in effective long-term planning and translates strategic priorities into tangible action steps;
5. Effectively manages staff, resources and operations with the goal of establishing and maintaining a safe, efficient and effective environment for student learning;
6. Demonstrates initiative and encourages innovation while adhering to applicable legal requirements, district policies, and supervisory direction;
7. Shows respect for others and models the character traits, behaviors, and attitudes that the school district encourages in all of its staff members and students, including honesty, integrity, personal accountability, adaptability, resiliency, and professionalism;
8. Fosters and encourages a positive culture within the applicable school, program, or department; and
9. Demonstrates an understanding of and an appropriate sensitivity to the larger social, cultural, economic, legal and political contexts that affect education. The District Administrator shall inform the Board of any significant changes to the District’s administrative staff evaluation processes as implemented under this policy.