Policies

G-5361.1 GCO-R EVALUATION OF PROFESSIONAL STAFF MEMBERS

The Purpose of Evaluation - Fundamental Concepts

A.R.S. 15-536, et seq. sets forth the School District's powers and responsibilities in evaluating, disciplining, and improving the performance of its employees. Pursuant to those statutes, a formal process of evaluating all certificated personnel will be implemented. The purpose of evaluation shall be the improvement of the quality of instruction provided to students. Such a process, to achieve the greater measure of success shall be predicated on the philosophy that evaluation is a cooperative process, with the evaluator and the evaluated having full knowledge of the criteria, procedures and results.

The fundamental elements and implementation of an effective and ethical evaluation process must include the following concepts:

To accomplish the foregoing concepts, the District will continue to maintain a uniform system of evaluation through periodic review and revision of the Amphitheater Teacher Performance Evaluation System (ATPES), which is hereby adopted. The revisions to ATPES shall be developed and proposed to the Governing Board through consultations between the administration and certificated employees, and through such committees as the Superintendent may compose, to include representatives of the Amphitheater Education Association.

Definition of terms:

The following terms shall have the specified meanings:

Teacher Evaluation

Teacher evaluation shall include all classroom teachers and other certificated non-administrative staff members. Such evaluation shall be based on Policy GCO, this regulation and the procedures outlined in the Amphitheater Teacher Performance Evaluation System (ATPES).

A copy of the ATPES shall be made available to each certificated employee of the District.

Confidentiality

The assessment of the evaluation reports of a certificated teacher retained by the Governing Board are confidential, are not public records, and shall not be released, shown or the contents disclosed to any person except:

Evaluators

The Governing Board shall designate persons who are qualified to evaluate teachers to serve as evaluators for the ATPES. The Superintendent will submit lists of recommended and qualified evaluators to the Governing Board for approval.

The evaluator shall be responsible for the final official statement of evaluation, which shall be in writing, and a copy shall be transmitted to the certificated teacher within five (5) days after completion of the evaluation. [A.R.S. 15-537]

Evaluator Qualifications

The following criteria have been established for Board-designated evaluators. In order to be considered qualified, an evaluator will:

Evaluator training.
Evaluators may receive training in a variety of ways. Evaluators may participate in the Instructional Support Leader Program, district administrative in-service sessions, or district-approved evaluator training workshops. All such training should include information related to the legal aspects of teacher evaluation and the development of skills for data collection and analysis, conferencing, and improvement planning. Regardless of the specific training received, evaluators are responsible for meeting the qualification criteria specified above.

Classroom visitations by evaluator.
Formal observation shall be spaced and of sufficient duration (minimum of thirty [30] uninterrupted minutes) so as to ensure that the evaluators have an opportunity to grasp an overall concept of a person's performance over a full schedule.
Formal observations shall be prearranged and may be initiated by either the observer or the teacher. Informal observations may be made at the discretion of the administrator.

Procedural steps in the process of evaluation:

Frequency of written evaluations.
Evaluations shall be made at least two (2) times per year for non-continuing teachers, and at least once per year for continuing teachers.

Evaluation Schedules.

All Teachers:

Non-continuing Teachers:

Continuing Teachers:

Challenges to Evaluations

Evaluations that are used as a criterion for establishing compensation:

Evaluations that may not be used as a criterion for establishing compensation:

Request for second evaluator:

Written Preliminary Notice to Non-continuing Teacher of Inadequacy of Classroom Performance

If the District intends to dismiss or not re-employ a non-continuing certificated teacher based on charges of inadequacy of classroom performance, the Governing Board or its designee shall give the teacher written notice of such intention to dismiss or not to re-employ. Additionally, the Governing Board or its designee shall, at least ninety (90) days prior to such notice, give the teacher written preliminary notice of such inadequacy, specifying the nature of the inadequacy(ies) with sufficient particularity as to furnish the teacher with an opportunity to correct the inadequacy(ies) and overcome the grounds for the charge of inadequacy. The written notice of intention to dismiss or not to re-employ shall include a copy of any evaluation(s) pertinent to the charges made and filed with the Governing Board. The notice shall be delivered personally or sent by registered or certified mail, bearing a postmark no later than April 15, to the teacher's place of residence, as recorded in the District's records.

Written Preliminary Notice to Continuing Teacher of Inadequacy of Classroom Performance

If the District intends to dismiss or not re-employ a continuing teacher based on charges of inadequacy of classroom performance, the Governing Board, or its designee shall give the teacher a written preliminary notice of such intention and provide the teacher with no less than eight-five (85) instructional days to correct the inadequacy and overcome the grounds for the charge(s) of inadequacy. The written preliminary notice shall be issued at least ten (10) instructional days prior to the start of the minimum eighty-five (85) instructional day period.

The written preliminary notice shall specify the nature of the inadequacy of classroom performance with such particularity as to furnish the teacher an opportunity to correct any inadequacy(ies) and overcome the grounds for the charge of inadequacy and shall include a copy of any evaluation(s) pertinent to the charges made and filed with the Governing Board.

If the teacher does not correct the inadequacies and overcome the grounds specified in the preliminary notice by the end of the period specified in the written preliminary notice issued by the Governing Board or its designee, the Governing Board shall not renew the teacher's contract and shall dismiss the teacher and give notice of the same. The notice of intention to dismiss or not to re-employ shall be issued no later than May 15, except as provided by law.

If, within the period of time specified in the written preliminary notice, the teacher does correct the inadequacies and overcome the grounds for the charge of inadequacy specified in the written preliminary notice within the period of time specified in the written preliminary notice, then the Governing Board shall, between March 15 and May 15, offer the teacher a new contract for the subsequent school year.

Content, Service, etc., of Written Preliminary Notice of Inadequacy of Classroom Performance

A written preliminary notice of inadequacy of classroom performance shall be approved by the Governing Board in public meeting (unless issued by a designee of the Governing Board), and shall specify the nature of the inadequacies of classroom performance with sufficient particularity to permit the teacher to correct the inadequacies and overcome the grounds for the charge in time to meet the schedules contained in the Arizona Revised Statutes and in District policy. The written preliminary notice shall include (but not be limited to) the following:

If personally served by an employee of the District, the teacher shall sign a document acknowledging receipt of the notice and materials. If the teacher refuses to sign an acknowledgment, a responsible employee of the District must sign it and make note of such refusal and the circumstances thereof.

If certified or registered mail is used, a copy must also be sent by first class mail at or near the same time the copies are sent by certified or registered mail. A written record shall be made as to when this was completed.

Contract of Continuing Teacher after Written Preliminary Notice of Inadequacy of Classroom Performance

Unless a new contract has already been offered to a certificated teacher who has been employed for the major portion of three consecutive school years, every contract offered to a teacher who has been given a written preliminary notice of inadequacy of classroom performance during the current school year shall contain a reference to the preliminary notice and shall provide that the execution of the contract shall not be construed as a waiver or abandonment of the rights of the District to dismiss the teacher at the end of the period specified in the preliminary notice pursuant to applicable law if the teacher has not demonstrated adequate classroom performance by the end of that period.

Administrators and Psychologists

Continuous evaluation of all aspects of the total educational program, including student progress, personnel, curriculum, and facilities, will include a formal process of evaluating all certificated administrators and psychologists. The purpose of this evaluation shall be the improvement of the quality of the educational program in the District. The evaluation will be a cooperative procedure, with the evaluator and the evaluated having full knowledge of the criteria, process, and results.

The following statements give more specific purposes for evaluation:

Adopted: date of manual adoption
Revised: April 8, 2008 ______________
LEGAL REF.: A.R.S. 15-503