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The purpose of the evaluation process in the Claremore Public Schools is to improve the instructional performance. Ideally the evaluation process is a positive systematic, ongoing process, which attempts to objectively evaluate the individual’s progress towards meeting identified objectives consistent with goals and philosophy of the Claremore Public Schools. The teacher evaluation system is established for three purposes:
1) To insure supervision of, and support for, the teachers in order to increase their effectiveness;
2) To insure that judgments made and recorded about teacher performance are valid; and
3) To insure full faith and confidence among the parties involved.
NOTIFICATION – ASSIGNED EMPLOYEES
Within two (2) weeks after the beginning each school term, the building principals(s) shall acquaint each employee under his/her supervision with the evaluation procedures, standards and instruments to be used and advise each employee as to the designated principal who will observe and evaluate his /her performance. The purpose o the orientation is to achieve mutual understanding of the evaluation system. No evaluation shall take place until such orientation has been completed.
A new employee hired after the beginning of the school term or an employee resigned after the beginning of the school term shall be notified by the appropriate building principals of the specific evaluation process in effect. Such notification shall be within two (2) weeks of the first day of the new assignment. New teacher orientation shall be one day and occur outside the 180.5-day contract.
NOTIFICATION – MULTIPLE –ASSIGNED EMPLOYEES
The designated building principal of the employee assigned to more than one building shall be responsible for notification and evaluation of all such employees.
OBSERVATION AND PURPOSE
1) Classroom observations of an employee of state mandated evaluation shall be conducted with the full knowledge of the employee, and for the purpose of evaluation toward the improvement of professional performance as a means of assuring the most competent educational techniques.
2) Observation of professional characteristics during the school day and assigned school activities shall be evaluated as appropriate to aid in building professional character.
REQUIRED EVALUATION – PROBATIONARY EMPLOYEES
A probationary employee shall be formally evaluated at least two (2) times each of the first three years (3) of employment. There shall be at least fifteen (15) working days between each evaluation unless otherwise requested by the employee. The first evaluation shall be prior to November 15 and the second evaluation prior to February 10.
REQUIRED EVALUATION – CAREER EMPLOYEES
A career employee shall be formally evaluated at least one (1) time each year prior to February 10.
FORMAL EVALUATION PROCEDURES
The building principal shall evaluate each employee formally in writing.
Such evaluation shall be based upon criteria for evaluation professional performance attached hereto as the Instructional Evaluation Criteria for Claremore Schools (I.E.C.C.P.S.). State mandated classroom evaluation observations shall be preannounced and shall not unduly interfere with the normal teaching-learning process.
1) Pre-Evaluation Conference or Notification
A pre-evaluation conference or notification shall at the request of teacher or principal, be held al least three (3) days prior to each classroom evaluation so that the building principal may be appraised of the objectives, methods, and materials planned for the performance situation to be evaluated.
2) Length
Each formal written evaluation shall be preceded by 1 or 2 classroom observation(s), the total time to meet or exceed 40 minutes.
3) Conference and Copy
A copy of (I.E.C.C.P.S.) shall be given to the teacher and a conference between shall be held between the employee and the building principal within ten (10) school days following the required classroom observations. A copy signed by both parties shall be given to the employee. The employee’s signature does not necessarily mean agreement with the evaluation, but rather awareness of the content.
4) Response
If the employee feels the formal evaluation is incomplete, or unjust, the teacher may put any objections in writing within ten (10) days and have them attached to the evaluation report be placed in the personnel file. The file copy of such objections shall be signed by both parties to indicate awareness to the content.
5) Remediation
The building principal shall provide the employee with definite, positive assistance to improve the quality of teaching and to eliminate difficulties noted in any evaluation. Such assistance shall be noted in writing, and an initialed copy retained by the building principal and the employee. This shall be known as the Plan For Improvement.
Following, remediation, re-evaluation shall be accorded the employee. Subsequent evaluation reports, which fail to note the same specific deficiency, shall be interpreted to mean adequate improvement has taken place.
6) Appeal
Any employee who disagrees with the (I.E.C.C.P.S.) report may appeal the accuracy and fairness of the report and accompanying recommendations by way of the negotiated Grievance Procedures, commencing at level two.
7) Personnel File Review
a. Each employee shall have the right at any time to review the contents of his/her personnel file. A representative of the Association, at the employee’s request, may accompany the employee in the review.
b. The Board or its Administrative Representative, including Building Principal(s), shall NOT establish any separate personnel file, which is not available for employee’s inspection. Location of additional separate personnel file(s), if any, will be noted in the central office personnel file.
8) Personnel File Contents
Each employee’s personnel file in the central office files shall contain only the following:
a. Original application for employment
b. Copies of annual contracts
c. Teaching certificates
d. College placement materials, including official transcripts
e. Copies of official personnel action with employee written response if available
f. Letters of commendation
g. Correspondence pertaining to district workman’s compensation liability unemployment
h. Other material mutually agreed upon.
9) Other Personnel Records
Copies of Instructional Evaluations (I.E.C.C.P.S.) for all teachers, with attached employee responses if applicable, will be kept in the central office file by the school year.
Staff development records shall be kept in the master computer program with printed copies available to the employee yearly or as individually requested.
The employee shall have the right to respond to all materials contained in said file(s) and to any materials placed in said file(s) the future. Such employee responses shall become part of said file(s) and attached to the pertinent document(s).
10) Personnel File Reproduction
The employee shall have the right or reproduce any of the contents of the employee’s file.
1989, 1987
COPIES OF THE EVALUATION INSTRUMENTS ARE IN THE APPENDIX
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