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TEACHERS EVALUATION
There shall be an annual formal evaluation by the principal of the
teacher's professional performance.
EVALUATION OF TEACHERS
- PHILOSOPHY
We believe that teacher evaluation in the Diocese of Spokane will
produce growth for the teacher and result in a better Christian
educational environment for each student.
We
believe that teacher evaluation shall help the individual teacher to
identify areas of his/her accountability in regard to teacher
professional standards, shall monitor his/her commitment to Christian
values and Catholic traditions, and shall reinforce his/her respect for
the dignity of each student.
As a result of evaluation, the teacher will have vivid information about
his/her professional performance, the Christian modeling given, and the
impact of his/her relationship on the dignity of each individual
student.
Teacher
Evaluation Process
I.
August
A. Principal and staff establish school goals
B. Principal explains the supervision process
C. Principal and teachers review the evaluation instrument
II. September
A. Teacher develops his/her initial professional growth plan
B. Principal and teacher meet to discuss and finalize the teacher's
professional growth plan
C. Principal conducts informal classroom observations
III.
October/November
A.
Principal conducts a formal classroom observation - all teachers
1.
Pre-observation conference and/or form
2.
Formal classroom observation
3.
Post-observation conference and report
4.
Intervention form
B.
Principal completes an evaluation instrument for teachers with less
than three years experience and any other(s) with whom he/she has concern
1.
Evaluation instrument
2.
Supervision conference
3.
Intervention form
C.
Principal monitors progress of the action plan (intervention form).
D.
Principal and teacher monitor progress of the professional growth
plan
E. Principal conducts informal classroom observations
IV.
December/January
A.
Principal conducts a formal classroom observation - all teachers
1.
Pre-observation conference and/or form
2.
Formal classroom observation
3.
Post-observation conference
4.
Intervention form
B. Principal completes the evaluation instrument for teachers with
less than three years experience and any other(s) with whom he/she has
concern
1.
Evaluation instrument
2.
Supervision conference
3.
Intervention form
C. Principal monitors progress of the action plan(s) (intervention
form(s))
D. Principal and teacher monitor progress of the professional growth
plan
E. Principal conducts informal classroom observations
V.
February/March
A.
Principal conducts a formal classroom observation for teachers with
less than three years experience and any other(s) with whom he/she has
concern.
1.
Pre-observation conference and/or form
2.
formal classroom observation
3.
Post observation conference
4.
Intervention form
B.
Principal completes the evaluation instrument for all teachers
1.
Evaluation instrument
2.
Supervision conference
3.
Intervention form
C.
Principal monitors progress of the action plan(s) (intervention
form(s))
D.
Principal and teacher monitor progress of the professional growth
plan
E. Principal conducts informal classroom observations
VI.
April
A. Principal conducts informal classroom observations
B. Teacher completes self-evaluation of the professional growth plan
C.
Principal monitors progress of the action plan(s) (intervention
form(s))
D.
Principal completes teacher evaluation summary form
E. Principal shares teacher evaluation summary form with the teacher
before May 1.
F. Principal delivers a notification of intent form before May 1 to
the teacher(s) who will not receive a new contract for the new school year
VII.
May/June
A. Principal meets with each teacher to begin preparing the
professional growth plan for the next school year
B. Teacher signs a new contract for the next school year
*
The intervention form may be used any time during the year with any
teacher who demonstrates inappropriate behavior.
BACK
FORMS
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