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SUMMARY: LC 33 5119S
Revises provisions related to annual performance evaluations of teachers and administrators.
REQUIREMENTS:
- by the 2014-15 school year, each local school system and charter schools shall implement an evaluation system as defined by the State Board for teachers, assistant principals, and principals
- the evaluation system shall use multiple measures, prioritizing growth in student achievement and include these elements
- growth in student achievement shall count for 50% of the evaluation for teachers who teach courses that are measured by state assessments (and for principals and assistant principals that supervise these teachers)
- where no such assessments exist, the local school system, subject to Department of Education approval, shall develop measures to assess student achievement growth -- at some future point, such student achievement data will count for 50% of the evaluation
- multiple classroom observations by appropriately trained and credentialed evaluators are required
- student perception data shall be utilized
- principals and assistant principals shall be evaluated by multiple observations by trained and credentialed evaluators -- measures shall include the ability to attract and retain highly effective teachers, effectively manage the school, and establish a positive climate for learning
- four rating levels shall be used: Exemplary, Proficient, Needs Development, or Ineffective (a rating of ineffective shall constitute evidence of incompetency as defined by the due process code)
- the evaluation system shall be evaluated using multiple, rigorous, and transparent measures
- teachers of record, assistant principals, and principals shall be given written notice in advance of the school year of the evaluation measures and any specific indicators that will be used to evaluate them
- a certificated staff member who has received any combination of two unsatisfactory, ineffective, or needs development annual summative performance evaluations in a five year period shall not receive a renewal certificate unless able to demonstrate that the deficiency has been satisfactorily addressed; may apply for a nonrenewable certificate as defined by the Professional Standards Commission
- each school district and charter school shall report all such unsatisfactory, ineffective, or needs development annual performance evaluations in a manner, format and frequency determined by the Professional Standards Commission; the PSC may release the data as long as it can not be personally identifiable to any currently or formerly certificated person
- the State Board may provide a model evaluation instrument for certificated personnel
- the Department of Education is required to establish processes and requirements related to the evaluation system
- Teachers of record, assistant principals, and principals will receive one of four ratings: exemplary, proficient, needs development, or ineffective. A rating of "ineffective" shall constitute evidence of incompetence under the Fair Dismissal Act.
- All teachers of record, assistant principals, and principals shall have a pre-evaluation conference, mid-year conference, and a summative evaluation conference in accordance with State Board rules. All these personnel also shall be notified of and have access to the results of the annual evaluations and any formative observiations conducted throughout the school year.
- A teacher of record, assistant principal, or principal may request a conference within ten working days of notice of results of a formative observation and such conference shall be provided within ten working days of the request. Conferences shall include the individual being evaluated, his or her supervisor, and the evaluator unless otherwise agreed upon.
- Department of Education shall establish processes and requirements to determine teachers of record for purposes of assigning student achievement scores to a teacher; establish processes for roster verification and student-teacher linkages to assign student acievement scores of students to teachers; establish miinimum training and credentialing requirements for evaluators of teachers and principals; provide data systems to support the professional growth of teachers and leaders
- local school systems shall use results of evaluations to base decisions regarding retention, promotion, compensation, dismissals, transfers, placement, and reductions in force
- evaluation results shall be used to provide opportunities for professional development
- All records, including surveys and evaluation instruments, associated with individual performance evaluations shall be confidential and not subject to public disclosure.
- Contracts must be offered by May 15th each year. Employees who choose not to continue must notify the disgtrict in writing by June 1st.
EFFECTIVE DATE:
July 1, 2013 (applicable to school year 2014-15) if approved by the General Assembly and Governor.
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