G-5350.1 GCO
EVALUATION OF PROFESSIONAL STAFF MEMBERS

Evaluation of Teachers

The District recognizes that the performance of teachers in the classroom is of paramount importance in the education of students. For this reason, the Governing Board requires that the evaluation process place particular emphasis upon the competence of teachers in their classroom performance.

If there is evidence that a certificated teacher may be dismissed, suspended, or not reemployed due to inadequacy of classroom performance, the procedures and schedules hereinafter set forth shall be followed.

Any decision to dismiss or suspend a teacher because of inadequacy of classroom performance shall not be based upon inadequacies that occurred more than four years prior to the date of the service of the notice of suspension or dismissal.

Definition of terms:

• Evaluation. An assessment of the teacher's classroom performance as required by Arizona law.

• Informal Observation. Evaluator observation, of no less than twenty (20) minutes, of the teacher's classroom performance which is not prearranged or scheduled with the teacher. Informal observation of a teacher may also utilize reliable and pertinent information obtained from appropriate sources, such as the teacher, previous evaluators and supervisors, third parties, and information contained in the teacher's personnel file. Teachers will be made aware of the sources of information utilized in their evaluation.

• Formal classroom observation. Evaluator observation, of no less than thirty (30) minutes, of various aspects of the teacher's classroom performance which is prearranged and scheduled with the teacher. Formal observations will be documented and the opportunity for a follow-up conference will be provided.

• Improvement plan. A formal plan designed to improve deficiencies in classroom performance.

• Professional Development Plan. A plan devised for the purpose of refining skills and/or the establishment of goals for professional growth and development.

• Deficiency in classroom performance. An evaluator rating of "Developing" or "Unsatisfactory" in one or more of the indicators or a domain of the Amphitheater Teacher Performance Evaluation System.

• Inadequacy of classroom performance. A teacher's failure to overcome the deficiency(ies) identified in an improvement plan.

• Preliminary notice of intent to dismiss or not to re-employ. A formal notice issued by the Governing Board or its designee which describes a charge of inadequacy of classroom performance and provides specified time for the teacher to improve performance and overcome the charge of inadequacy. Such a preliminary notice precedes a notice of intent to dismiss or not to re-employ.

• Notice of intent to dismiss or not to re-employ. A formal notice issued by the Governing Board or its designee to inform a teacher of the District's intent to dismiss or not to re-employ the teacher.

The Governing Board recognizes that the educational process is extremely complex, and that the evaluation of this process and its participants is a difficult and technical function. But, because it is universally accepted that high quality teaching, supported by effective administration, is the most important element in a sound education program, teacher evaluation must be accurately accomplished. The evaluation of teaching services should serve three purposes:

• To constantly improve and refine the quality of instruction and educational services to the students in the schools of the District.
• To develop raise the standards of the teaching profession as a whole.
• To support aid individual teachers in their professional growth.

Involvement of the Professional Staff

The evaluation of teachers must be a cooperative, continuing process designed to improve the quality of instruction. All professional employees are involved in the evaluation process. Each educator shares with co-workers the responsibility for the development of effective evaluation procedures and instruments and for the development and maintenance of professional standards and attitudes regarding the evaluation process.

Therefore, the Governing Board establishes the following policies and regulations relating to its teacher performance evaluation system, the objectives of which include the improvement of instruction and the maintenance of instructional strengths. The Governing Board directs the professional staff to develop and propose for approval by the Governing Board a system-wide program for evaluating the instructional processes as one means of ensuring quality and control of instruction. In developing and proposing this program, the professional staff shall seek and consider the advice of certificated teachers.

Evaluation of Administrators and Psychologists

The District shall establish a system for the evaluation of the performance of principals, other school administrators, and psychologists. The District will seek advice from District administrators and psychologists in the development of this performance evaluation system.

Adopted: date of manual adoption

Revised: April 8, 2008 ___________
LEGAL REF.: A.R.S. 15-503

15-537
15-538
15-539 et seq.

A.A.C. R7-2-605