MEMORIAL SCHOOL

SOUTH HACKENSACK SCHOOL DISTRICT

MEMORIAL SCHOOL

Dyer Avenue

South Hackensack, New Jersey 07606

William DeFabiis, Ed.D. Phone (201)-440-2782

Chief School Administrator Fax (201)-440-9156

SOUTH HACKENSACK’S TEACHER EVALUATION SYSTEM, SY 2009-2010

Introduction

As part of the federal requirements for states receiving funding under Phase II of the State Fiscal Stabilization Funds Program, all school districts in New Jersey are required to provide information to the public on the procedures the district uses to evaluate teachers and principals. The information presented below is our district’s policies and procedures for evaluating both tenured and non-tenured teachers and the Chief School Administrator.

Teacher Evaluation (Non-tenured)

Authority:

The following procedures shall be implemented by the Chief School Administrator (CSA) or his/her designee.

Foundation:

In order that there is agreement and common understanding of the performance responsibilities of the non-tenured teaching staff member, the written job description for the position held by the non-tenured teaching staff member will form the foundation of the evaluation. The non-tenured teaching staff member's performance will be assessed in terms of the degree of excellence with which he/she carries out specific duties and responsibilities set forth in the job description.

Criteria:

Specific written criteria consistent with the job description will be used to determine the degree of excellence with which the teaching staff member performs. This will be developed and shall include but not be limited to the following relevant indicators:

· professional knowledge

· professional skills and techniques;

· professional and personal qualities;

· pupil progress;

· professional growth.

Methods of Data Collection:

Specific methods for collection of evaluation data will be developed and shall include but not be limited to the following relevant indicators:

· classroom teacher observation and evaluation;

· measures of pupil progress including teacher observation, teacher-made tests, state tests, criterion referenced and standardized tests, cumulative records, parent/pupil teacher conferences, and other formal and informal evaluation techniques;

· review of lesson plans;

· professional interactions;

· review of pupil anecdotal records.

The data shall be collected by the Chief School Administrator and/or his/her designee.

Non-Tenure Teacher Observations:

A minimum of two classroom observations shall be conducted by the CSA or his/her designee prior to each written performance report. Observations shall be conducted openly and with the full knowledge of the staff member being observed.

The purpose of the observation shall be: to recognize effective performance as well as to identify deficiencies; to extend assistance for the correction of deficiencies; to improve professional competence; to improve the quality of instruction; and to provide a basis for non-tenure teacher evaluation.

Observation Reports and Conferences:

Each observation shall be followed by a conference between the evaluator and the non-tenured teacher within ten (10) school days. The teacher shall sign all copies and have the right to submit a written disclaimer to the evaluator within ten (10) school days after the conference. Signed copies of the observation report shall be distributed as follows: original to teacher and copy to the CSA.

Written Performance Report:

Each non-tenured teacher shall be evaluated by way of a written performance report at least two times each school year. These reports will be prepared by the chief school administrator or his/her designee. Consideration of all collected data is to be proffered in this report and a summary conference held with the non-tenure teacher prior to finalization and filing. Contents shall include but not be limited to the following:

· review of the performance of the teaching staff member based upon the job description;

· an individual professional improvement plan developed by the CSA or his/her designee and the teaching staff member;

· review of the teaching staff member’s progress toward the objective(s) of the developed individual professional improvement plan;

· provision for performance data which has not been included in the report prepared by the CSA or his/her designee to be entered into the report by the teaching staff within ten (10) school days after the signing of the report;

· the report must be signed by the teaching staff member and the evaluator. The teaching staff member’s signature, however, shall not be interpreted as an assent to the contents of the report. All signed copies shall be distributed as follows: original to the teacher and copy to CSA. This report will be filed in the teacher’s personnel folder.

· review of the written performance report and the signing of said report within five (5) school days of the review.

Individual Professional Improvement Plan:

The individual professional improvement plan is a written statement of actions developed by the CSA or his/her designee and the teaching staff member to correct deficiencies or to continue professional growth, to provide time lines for their implementation, and to delineate the responsibility of the individual teaching staff member and the district for implementing the plan.

Teacher Evaluation (Tenured)

Authority:

The following procedures shall be implemented by the Chief School Administrator (CSA) or his/her designee.

Foundation:

In order that there is agreement and common understanding of the performance responsibilities of the tenured teaching staff member, the written job description for the position held by the tenured teaching staff member will form the foundation of the evaluation. The tenured teaching staff member's performance will be assessed in terms of the degree of excellence with which he/she carries out specific duties and responsibilities set forth in the job description.

Criteria:

· professional knowledge;

· professional skills and techniques;

· professional and personal qualities;

· pupil progress;

· professional growth.

Methods of Data Collection:

Specific methods for collection of evaluation data will be developed and shall include but not be limited to the following relevant indicators:

· classroom teacher observation and evaluation;

· review of lesson plans;

· professional interactions;

· review of pupil anecdotal records.

The data shall be collected by the Chief School Administrator and/or his/her designee.

Tenured Teacher Observations:

A minimum of one classroom observation shall be conducted by the CSA or his/her designee prior to the annual written performance report. Observations shall be conducted openly and with the full knowledge of the staff member being observed.

Observation Reports and Conferences:

Each observation shall be followed by a conference between the evaluator and the tenured teacher within ten (10) school days. The teacher shall sign all copies and have the right to submit a written disclaimer to the evaluator within ten (10) school days after the conference. Signed copies of the observation report shall be distributed as follows: original to teacher and copy to the CSA.

Annual Written Performance Report:

Each tenured teacher shall be evaluated at least once in the form of a written performance report prepared by the CSA or his/her designee. Consideration of all collected data is to be proffered in this report and a summary conference held with the tenured teacher prior to finalization and filing. Contents shall include but not be limited to the following:

· review of the performance of the teaching staff member based upon the job description;

· an individual professional improvement plan developed by the CSA or his designee and the teaching staff member;

· review of the teaching staff member's progress toward the objective(s) of the developed individual professional improvement plan;

· provision for performance data which has not been included in the report prepared by the CSA or his designee to be entered into the report by the teaching staff within ten (10) school days after the signing of the report;

· the report must be signed by the teaching staff member and the evaluator. The teaching staff member's signature, however, shall not be interpreted as an assent to the contents of the report. All signed copies shall be distributed as follows: original to the teacher and copy to CSA. This report will be filed in the teacher's personnel folder.

· review of the written performance report and the signing of said report within five (5) school days of the review.

Individual Professional Improvement Plan:

SOUTH HACKENSACK’S CHIEF SCHOOL ADMINISTRATOR EVALUATION SYSTEM, SY 2009-2010

Chief School Administrator Evaluation

The Board of Education will annually evaluate the performance of the Chief School Administrator in order to assist both the Board and the Chief School Administrator in the proper discharge of their responsibilities and to enable the Board to provide the district with the best possible leadership.

The objective of the Board’s evaluation will be to promote professional excellence and improve the skills of the Chief School Administrator, to improve the quality of education received by the pupils of this district, and to provide a basis for the review of the Chief School Administrator’s performance.

The Chief School Administrator shall be evaluated annually by the Board. The Board may choose to be assisted or advised by a consultant. The evaluation will be based on the job description for the position of Chief School Administrator and this policy. The evaluation procedures in this policy and the job description and any revisions thereto will be adopted by the Board after consultation with the Chief School Administrator.

This policy will be delivered to the Chief School Administrator upon its adoption, and any amendment to this policy will be developed and adopted by the Board after consultation with the Chief School Administrator. This policy and/or any amendments to this policy will be delivered to the Chief School Administrator within ten working days after its adoption.

Evaluation Criteria

Criteria for the evaluation of the Chief School Administrator will be based upon the Chief School Administrator’s job description and will relate directly to each of the tasks described. Each criterion will be brief and will focus on a major function of the position, be based on observable information rather than on factors requiring subjective judgment, and be written in a consistent format.

The Board shall develop and approve criteria for the evaluation of the Chief School Administrator. Evaluation criteria will be reviewed as necessary and as requested by the Chief School Administrator, but not less than annually and upon any revision of the Chief School Administrator’s job description. Evaluation criteria will be adopted before July 1 of each year. Any proposed revision of the evaluation criteria will be provided to the Chief School Administrator for his/her comments before its adoption, and a copy of the adopted revision shall be provided the Chief School Administrator within ten working days of its adoption.

Collection and Reporting of Evaluation Data

Data for the evaluation of the Chief School Administrator will be gathered by any one or more of the following methods: direct observation, review of a document produced in the performance of the Chief School Administrator’s assigned duties; interviews with the Chief School Administrator regarding his/her knowledge of assigned duties; paper and pencil instruments (such as competency tests, staff surveys, and the like); audio-visual monitoring of the Chief School Administrator in the performance of his/her assigned duties; and reference to previous performance reports.

The Chief School Administrator shall be observed in the performance of his/her assigned duties at least once annually.

Preparation Plan for Professional Growth and Development

An individual plan for professional growth and development shall be prepared annually, and before July 1 of each year in cooperation with the Chief School Administrator and will include areas of required growth, methods of achieving that growth, a schedule for implementation, and the responsibility of the Chief School Administrator and Board for implementing the plan. The plan will derive from applicable evaluation criteria and focus on critical areas of professional growth.

A copy of the plan for professional growth and development will be placed in the annual performance report. The degree to which the Chief School Administrator achieved the requirements of the previous plan will be a measure of his/her annual performance evaluation.

It will be the duty of the Chief School Administrator to implement the plan as prepared; his/her failure to do so may result in disciplinary action up to and including certification of tenure charges.

Conduct of Annual Performance Conference

An annual summary conference shall be conducted between the Board, with a majority of the total membership of the Board and the Chief School Administrator before the annual performance report is filed. The conference will be held in private, unless the Chief School Administrator requests that it be held in public.

The conference shall include but need not be limited to a review of the performance of the Chief School Administrator based upon the job description; a review of the Chief School Administrator’s progress in achieving and implementing the district’s goals, program objectives, policies, instructional priorities, and statutory requirements; and a review of available indicators of pupil progress and growth toward the program objectives.

The purpose of the annual performance conference will be to provide for a total review of the year’s work, to identify strategies for improvement where necessary, and to recognize achievement and good practice. Adequate time will be allotted for the conference in order to cover the required topics of discussion and to permit a full exploration of the possible solutions to any problems identified.

Preparation of Annual Performance Report

An annual written performance report shall be prepared, no later than April 30, by a majority of the full membership of the Board. The report will include, but need not be limited to, performance areas of strength; performance areas needing improvement based on the job description and evaluation criteria; the plan for professional growth and development prepared by the Chief School Administrator and the Board; a summary of available indicators of pupil progress and growth and a statement of how these indicators relate to the effectiveness of the overall program and the performance of the Chief School Administrator; and provision for performance data that have not been included in the report prepared by the Board to be entered into the record by the Chief School Administrator within ten working days after the completion of the report.

The annual performance report will be signed by the Board President at the time of the conference and by the Chief School Administrator within five working days of the conference. It will be filed in the Chief School Administrator’s personnel file, and a copy will be provided to the Chief School Administrator.

*Please note: South Hackensack is one-school district with one Chief School Administrator.