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Section 3:
Demonstration Schools (KDES and MSSD)
Laurent Clerc National Deaf Education Center Teacher Evaluation
System (TES)
The design of the Laurent Clerc National Deaf Education Center
Teacher Evaluation System (TES) in this booklet is based in part on a
proposal for revision of the teacher evaluation system submitted in 1994
by the former Pre-College Programs Committee on Tenure/Faculty Evaluation
System. Portions of it are also adapted from the Montgomery County Public
Schools Teacher Evaluation System.
The original evaluation format was piloted during the 1996-97 school
year. Subsequent revisions to the 1996-97 format have been incorporated
based on feedback from teachers, lead teachers, administrators, and the
Gallaudet University Director of Human Resources.
Goals and Objectives of the TES
The evaluation system has both long-term goals and short-term
objectives. The primary goals of the evaluation system are to recognize
effective performance and to help teachers improve their effectiveness.
Other important goals are:
- To communicate and achieve the goals of Clerc Center; KDES; MSSD;
and the instructional teams
- To stimulate continuing improvement in teacher performance
- To provide feedback which can be used to identify professional development
needs, as well as human and material supports for teachers
- The following short-term objectives of the evaluation system support
the goals above and include:
- To communicate with the teacher about performance on specific aspects
of his/her work
- To establish objectives for the teacher’s improvement or for emphasis
on a specific area
- To recommend teachers for continued employment, non-reappointment,
or dismissal
Criteria for Evaluation and Performance Indicators
Performance of teachers is evaluated on twelve specific criteria for
teacher effectiveness (TES
Forms in Word | in PDF).
The performance indicators are a suggested list of indicators
of effective performance. They are used to help clarify the nature of
each criterion, but are not inclusive definitions of the criterion. Some
indicators may apply to more than one criterion.
In addition to the twelve criteria, the teacher together with the lead
teacher should establish professional growth objectives for the year (Section
A). These goals could be based on results of a previous evaluation, skills
needed for established school-wide goals, or reflect other areas that
the teacher wants to develop. Goals should be developed mutually by the
lead teacher and the teacher with final approval by the lead teacher.
Participants’ Roles in the TES
- Teachers are responsible for being familiar with the evaluation criteria
and procedures. They work with the lead teacher to develop profession
growth objectives and to ensure evaluation activities are carried out
to meet the requirements of the TES.
- Lead teachers conduct the evaluations and inform teachers of timelines,
conferences, and any changes that would alter the normal evaluation
procedures or timelines.
- The Assistant Director of Curriculum and Instruction sees that lead
teachers carry out their supervisory and evaluative responsibilities
in a consistent, straightforward, and equitable way. In situations of
disagreement or dispute involving the teacher and the lead teacher,
the Assistant Director assists in resolving the situation.
- The Director of the Demonstration Schools reviews the TES evaluations
from the lead teachers and makes decisions regarding reappointment,
non-reappointment, and continuing appointment of teachers.
- The Dean is the final administrator to review all documentation related
to appeals, and makes a decision regarding the resolution of the appeal.
Observations and Conferences
The lead teacher is responsible for ongoing classroom observation
of teachers on the team. The lead teacher uses the Classroom Observation
Form to record results of the observation. Conferencing is an
important part of the evaluation process. Lead teachers should conduct
an initial conference with each teacher on the team to review the previous
evaluation results, discuss school-wide and team goals for the school
year, and develop professional growth objectives for the year. Conferences
should also be held to discuss observation results; give regular feedback
to teachers; or address concerns about specific incidents or observations.
Criteria for Rating Probationary Teacher Performance
Teacher performance is evaluated twice a year (interim and reappointment).
In addition to the twelve criteria used to evaluate performance (Section
B), the teacher’s attainment of professional growth objectives (Section
A), and additional supportive information (Section C) are used to determine
the teacher’s overall rating. After a careful analysis of Sections A,
B, and C, the lead teacher determines an overall rating with a summary
statement of the teacher’s performance and, as appropriate, suggestions
for further goal setting. The ratings and descriptions for probationary
teachers are:
Effective
The criteria are attained with quality of performance across criteria
ranging from acceptable through exceptional. Exceptional performance
should be noted as such with specific facts, which identify exceptional
results, achieved with students or impact upon the school program.
Needs Improvement*
One or more criteria are not attained at an acceptable level.
Not Effective*
After a plan of improvement is completed, one or more criteria are still
not attained at an acceptable level.
*Ratings of “Needs Improvement” and “Not Effective” must be accompanied
by a supporting statement identifying specific reasons for the rating.
A rating of “Needs Improvement” must be accompanied by a written Plan
for Improvement.
Recommendations Regarding Employment Status For Probationary Teachers
(Years 1 through 4 of Employment)
- A first year teacher must achieve an overall rating of “Effective”
or “Needs Improvement” at the time of the re-appointment evaluation.
A rating of “Not Effective” will result in a recommendation for non-reappointment
for the following academic year.
- A second year teacher should achieve an overall rating of “ Effective”
at the time of the reappointment evaluation. The receipt of a “Needs
Improvement” rating for a second year in a row or a “Not Effective”
rating will result in a recommendation for non-re-appointment for the
following academic year.
- A third year teacher should achieve an overall rating of “Effective”
at the time of the reappointment evaluation. The receipt of a “Needs
Improvement” rating for a second year in a row or a “Not Effective”
rating will result in a recommendation for non-reappointment for the
following academic year.
- A fourth year teacher must achieve an overall rating of “Effective”
at the time of the reappointment evaluation. Only those teachers who
attain this overall rating will be recommended for a continuing appointment.
Notification of Evaluation
Upon completion of the evaluation and conference, the lead teacher
sends the completed TES form to the Director for review. The Director
sends each teacher a Notification of Evaluation memorandum, which indicates
review, and approval of the evaluation results. If further action is
indicated as a result of the rating given, that action will be explained
in the memorandum.
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Timelines and Notification of Reappointment/Non-Reappointment
for Probationary Teachers
- Initial Conference – completed by September 15
- Interim Evaluation – completed by November 1
- Reappointment Evaluation – completed February 1
- Recommendation to Director – February 15
- Notification of Evaluation to Teachers from Director – February
22
Annual letters of reappointment will not be sent. Absent any extenuating
circumstances, teachers holding a probationary appointment are notified
of a decision not to reappoint for the following academic year no
later than March 1. (See Gallaudet University Administration
and Operations Manual, Section 5.02)
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Criteria for Rating Performance of Teachers with a Continuing
Appointment
Teacher performance is evaluated once a year. In addition to the twelve
criteria used to evaluate performance (Section B), the teacher’s attainment
of professional growth objectives (Section A), and additional supportive
information (Section C) are used to determine the teacher’s year-end overall
rating. After a careful analysis of Sections A, B, and C, the supervisor
determines an overall rating with a summary statement of the teacher’s
performance and, as appropriate, suggestions for further goal setting.
The ratings and descriptions for teachers with a continuing appointment
are:
Effective
The criteria are attained with quality of performance across criteria
ranging from acceptable through exceptional. Exceptional performance
should be noted as such with specific facts, which identify exceptional
results, achieved with students or impact upon the school program.
Needs Improvement*
One or more criteria are not attained at an acceptable level.
Not Effective*
After a plan of improvement is completed, one or more criteria are still
not attained at an acceptable level.
*Ratings of “Needs Improvement” and “Not Effective” must be accompanied
by a supporting statement identifying specific reasons for the rating.
A rating of “Needs Improvement” must be accompanied by a written Plan
for Improvement.
Recommendations Regarding Employment Status For Teachers With A Continuing
Appointment (Fifth Year of Employment and Beyond)
- Teachers with a continuing appointment must maintain an overall rating
of “Effective.” Although there will be only one formal evaluation with
a rating given at the end of the school year, the Lead Teacher will
hold an informal conference with each teacher before the end of the
first semester. If areas of weakness are indicated in any of the performance
criteria, the supervisor must discuss these areas with the teacher and
develop a plan for improvement with specific goals and timelines. If
no significant improvement occurs as a result of this plan by the time
of the year-end evaluation, the teacher will receive a “Not Effective”
rating and be recommended for dismissal. Absent extenuating circumstances,
teachers with a continuing appointment who are dismissed receive at
least six months advance notice. (See Gallaudet University Administration
and Operations Manual, Section 5.21)
- If areas of weakness arise after the informal conference, the Lead
Teacher and teacher develop a plan of improvement to address the weakness
with specific goals and timelines. At the time of the year-end evaluation,
the teacher may receive a “Needs Improvement” rating if the teacher
is still working on the goals in the Plan for Improvement. If no significant
improvement occurs as a result of this plan within the specified timelines,
the teacher will be recommended for dismissal and given six months advance
notice.
Notification of Evaluation
Upon completion of the evaluation and conference, the lead teacher
sends the completed TES form to the Director for review. The Director
sends each teacher a Notification of Evaluation memorandum, which indicates
review, and approval of the evaluation results. If further action is
indicated as a result of the rating given, that action will be explained
in the memorandum.
Timelines and Notification of Continuing Appointment Teachers
- Initial Conference – completed by October 1
- Informal Conference – completed by February 1
- Year-End Evaluation – completed May 1
- Recommendation to Director – May 8
- Notification of Evaluation to Teachers from Director – May 15
Annual letters of continuing appointment will not be sent. Absent
any extenuating circumstances, teachers holding a continuing appointment
are notified of a decision to dismiss with at least six months advance
notice. (See Gallaudet University Administration and Operations
Manual, Section 5.21)
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Appeal Procedure
If a teacher wishes to appeal his/her performance rating, or a
non-reappointment or dismissal action resulting from the rating, the teacher
should follow policy 5.31 Grievance Procedures in the Gallaudet
University Administration and Operations Manual. The teacher should initiate
the appeal upon receipt of the Notification of Evaluation memorandum from
the Director. Within ten days of receiving the notification, the teacher
should request, in writing, reconsideration of the decision or action
from his/her immediate supervisor. This begins the appeal process. The
teacher should then follow the Grievance Procedures as outlined in the
Administration and Operations Manual, Section 5.31.
NOTE: More information on Probationary Period and Continuing
Appointment for Clerc Center Teachers may be found in the Gallaudet
University Administration and Operations Manual, Section 5.02.
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